Human Resource Management 203
Mid Term Internal MCQ Examination
March 2017
- 1.
The meaning of the acronym HRM is __
- A.
Human Relations Management
- B.
Human Resource Management
- C.
Humanistic Resource Management
- D.
Human Resourceful Management
Correct Answer
B. Human Resource ManagementExplanation
The correct answer is Human Resource Management. HRM stands for Human Resource Management, which refers to the strategic approach to managing employees within an organization. It involves activities such as recruitment, training, performance evaluation, and employee development. This acronym is commonly used in the field of business and management to describe the processes and practices related to managing the workforce effectively.Rate this question:
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- 2.
The term used before the language of modern HRM was _______
- A.
Labour Relations
- B.
Personnel Management
- C.
Industrial Management
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
The term used before the language of modern HRM was "Labour Relations," "Personnel Management," and "Industrial Management." These terms were used to describe the practices and approaches related to managing the workforce in organizations. However, with the evolution of HRM, these terms have been replaced by the term "Human Resource Management" which encompasses a broader and more strategic approach to managing people in the workplace.Rate this question:
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- 3.
HRM is_________
- A.
A staff function
- B.
A line function
- C.
A staff function, line function and accounting function
- D.
A\l of the above
Correct Answer
A. A staff functionExplanation
HRM is considered a staff function because it supports and advises the line managers in an organization. Staff functions provide specialized expertise and support to the line functions, which are responsible for the core operations of the organization. HRM, as a staff function, is responsible for tasks such as recruitment, training, performance management, and employee relations. It assists line managers in managing their employees effectively and aligning their actions with the overall goals and objectives of the organization.Rate this question:
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- 4.
Recruitment is widely viewed as a __
- A.
Positive process
- B.
Negative process
- C.
Positive as well as negative process
- D.
None of the above processes
Correct Answer
B. Negative processExplanation
Recruitment is often seen as a negative process because it involves rejecting many applicants who may be qualified but do not meet all the requirements. Additionally, the process can be time-consuming and costly for both the organization and the applicants. Moreover, unsuccessful candidates may feel discouraged and have negative perceptions of the company if they have a poor experience during the recruitment process. Therefore, recruitment is generally considered a negative process due to the potential for rejection, costs, and negative experiences.Rate this question:
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- 5.
The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it is __
- A.
Job analysis
- B.
Job design
- C.
Job recruitment
- D.
Job description
Correct Answer
D. Job descriptionExplanation
Job description is the correct answer because it refers to the process of identifying and documenting the duties, responsibilities, and requirements of a specific job. It involves analyzing the tasks, skills, and qualifications needed for the job, as well as the desired characteristics and traits of the ideal candidate. Job description is essential for effective recruitment and selection processes, as it provides a clear understanding of the job's expectations and helps attract suitable candidates.Rate this question:
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- 6.
A list of the duties, responsibilities, reporting relationship, working conditions and supervisory responsibilities of a job as a product of a job analysis is __
- A.
Job enlargement
- B.
Job design
- C.
Job description
- D.
Job enlistment
Correct Answer
C. Job descriptionExplanation
The correct answer is job description. A job description is a written statement that lists the duties, responsibilities, required qualifications, reporting relationships, working conditions, and supervisory responsibilities of a specific job. It is developed based on the information gathered from a job analysis, which is a process used to identify and determine the tasks, duties, and responsibilities of a job. Job descriptions help in the recruitment process, performance management, and setting clear expectations for employees.Rate this question:
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- 7.
The Job Characteristics Model is one of the most influential attempts to_____
- A.
Design jobs with increased motivational properties
- B.
Assign jobs with proper motivational properties
- C.
Analyse jobs with increase and proper motivation
- D.
Describe jobs with increase motivation for proper jobs
Correct Answer
C. Analyse jobs with increase and proper motivationExplanation
The Job Characteristics Model is a framework that aims to analyze jobs in order to identify and increase their motivational properties. It focuses on five core job characteristics - skill variety, task identity, task significance, autonomy, and feedback - which are believed to enhance motivation, satisfaction, and performance. By analyzing jobs based on these characteristics, organizations can design and structure jobs in a way that increases employee motivation and engagement.Rate this question:
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- 8.
The Michigan Model emphasis the following functions and their interrelates.
- A.
Selection, recruitment, induction and promotions
- B.
Appraisal, rewards, promotions and retention
- C.
Selection, recruitment, rewards and promotion
- D.
Selection, appraisal, rewards and human resource development
Correct Answer
A. Selection, recruitment, induction and promotionsExplanation
The Michigan Model emphasizes the functions of selection, recruitment, induction, and promotions. These functions are interconnected and play a crucial role in managing human resources effectively. Selection involves identifying the right candidates for job positions, while recruitment focuses on attracting and hiring qualified individuals. Induction ensures that new employees are properly introduced to the organization and its culture. Promotions, on the other hand, recognize and reward employees' performance and potential, motivating them to excel. By prioritizing these functions, organizations can build a strong workforce and maintain employee satisfaction and growth.Rate this question:
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- 9.
Which of the following test indicates the person's inclination towards a particular occupation that provides satisfaction to that individual?
- A.
Vocational interest test
- B.
Cognitive aptitude test
- C.
Personality test
- D.
Psychomotor abilities test
Correct Answer
A. Vocational interest testExplanation
A vocational interest test is designed to measure an individual's preferences and inclinations towards specific occupations. It assesses an individual's interests, values, and skills to determine which career paths align with their personal satisfaction and fulfillment. This test helps individuals make informed decisions about their career choices by identifying the occupations that they are most likely to enjoy and find satisfaction in. Therefore, a vocational interest test is the most appropriate test to indicate a person's inclination towards a particular occupation that provides satisfaction to them.Rate this question:
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- 10.
In comparing internal selection with external selection, an advantage of internal selection is that______
- A.
Internal selection requires few procedures to locate and screen viable job candidate
- B.
Internal selection presents fewer dangers of incurring legal liability than external selection
- C.
There is less need to use multiple predictors in assessing internal candidates than. with external candidates
- D.
Information about internal candidates tends to be more verifiable than information about external candidates
Correct Answer
D. Information about internal candidates tends to be more verifiable than information about external candidatesExplanation
Internal selection refers to the process of selecting candidates for a job position from within the organization, while external selection involves considering candidates from outside the organization. The advantage of internal selection is that information about internal candidates tends to be more verifiable than information about external candidates. This is because internal candidates have already been working within the organization, so their performance, skills, and qualifications can be easily verified through their work records, evaluations, and feedback from supervisors and colleagues. In contrast, external candidates may have limited or no prior work experience within the organization, making it more difficult to verify their credentials and assess their suitability for the job.Rate this question:
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- 11.
Formulating and executing HR systems that produce employee competencies and behaviors needed to achieve the company's strategic aims is (are):
- A.
Strategic HR Management
- B.
Strategy execution
- C.
HR strategies
- D.
Strategic implementation
Correct Answer
A. Strategic HR ManagementExplanation
Strategic HR Management involves developing and implementing HR systems that align with the company's strategic goals. It focuses on creating employee competencies and behaviors that are necessary for achieving the organization's objectives. This includes designing recruitment and selection processes, training and development programs, performance management systems, and compensation and benefits structures that support the company's strategic aims. Strategic HR Management ensures that the HR function contributes to the overall success of the organization by effectively managing and developing its human capital.Rate this question:
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- 12.
Which approach that seeks the to link strategy, business, performance and HRM policies and practices, assumes that there are a number of HRM practices that are suitable for all Organizations?
- A.
Best Practice
- B.
Best fit
- C.
Resource-based view
- D.
Life cycle models
Correct Answer
A. Best PracticeExplanation
The best practice approach assumes that there are a set of HRM practices that are universally effective and suitable for all organizations. This approach suggests that organizations should adopt these best practices in order to achieve superior performance. It emphasizes the importance of benchmarking against industry leaders and implementing practices that have been proven to be successful in other organizations. The best practice approach focuses on implementing practices such as selective hiring, extensive training, performance-based rewards, and employee involvement to enhance organizational performance.Rate this question:
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- 13.
Vertical integration in relation to SHRM can be described as which of the following?
- A.
The relationship or integration between an Organization's senior managers
- B.
The relationship or integration between HR functional policies, for example employee development, employee reward and employee relations
- C.
The relationship or integration between the internal HR processes, and the Organization's business strategy and external market.
- D.
The relationship or integration between operational functions and policies
Correct Answer
C. The relationship or integration between the internal HR processes, and the Organization's business strategy and external market.Explanation
Vertical integration in relation to SHRM refers to the relationship or integration between the internal HR processes, such as recruitment, training, and performance management, and the organization's business strategy and external market. This means that HR policies and practices are aligned with the overall strategic goals of the organization and are tailored to meet the needs of the external market. This integration ensures that HR functions support the organization's business objectives and contribute to its competitive advantage.Rate this question:
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- 14.
Why does the Resource-based view of SHRM represent a paradigm shift in SHRM thinking?
- A.
Because it focuses on the internal human resources of the business as a source of sustainable competitive advantage
- B.
Because it advocates tight vertical integration between the organization's business strategy and human resource strategy.
- C.
Because it relies on a set of high-commitment HR practices to deliver sustainable competitive advantage.
- D.
Because it focuses on the external context of the business
Correct Answer
A. Because it focuses on the internal human resources of the business as a source of sustainable competitive advantageExplanation
The Resource-based view of SHRM represents a paradigm shift in SHRM thinking because it recognizes the internal human resources of a business as a valuable source of sustainable competitive advantage. This perspective emphasizes the importance of developing and leveraging the skills, knowledge, and capabilities of employees to drive organizational success. By focusing on the internal resources, the organization can create a unique and difficult to imitate competitive advantage that can lead to long-term success in the market. This approach contrasts with traditional SHRM thinking that often focuses on external factors such as market conditions or industry trends.Rate this question:
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- 15.
Which of the following aptly describes the role of line managers and staff advisors namely HR professionals?
- A.
Staff advisors focus more on developing HR programmes while line managers are more involved in the implementation of those programmes
- B.
Line managers are concerned more about developing HR programmes whereas staff advisors are more involved in implementing such programmes
- C.
Staff advisors are solely responsible for developing, implementing and evaluating the HR programmes while line managers are not all involved in any matters concerning HR
- D.
Line managers alone are responsible for developing, implementing and evaluating the HR programmes while staff advisors are not all involved in any matters concerning HR.
Correct Answer
A. Staff advisors focus more on developing HR programmes while line managers are more involved in the implementation of those programmesExplanation
Staff advisors primarily focus on developing HR programs, while line managers are more involved in implementing those programs. This means that staff advisors are responsible for designing and creating HR initiatives, policies, and procedures, while line managers play a more hands-on role in executing these programs within their respective departments or teams. Line managers may provide input and feedback to staff advisors during the development process, but their main responsibility lies in implementing and ensuring the successful execution of HR programs within their areas of control.Rate this question:
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- 16.
A number of benefits can be derived from using E-recruiting, these include
- A.
It decreases the effectiveness of the recruitment process by reaching larger numbers of qualified people
- B.
It increases recruitment costs, it decreases and streamlines the administrative process cycle times
- C.
It does not allow the company to evaluate the success of its recruitment strategy
- D.
It increases the effectiveness of the recruitment process by reaching larger numbers of qualified people
Correct Answer
D. It increases the effectiveness of the recruitment process by reaching larger numbers of qualified peopleExplanation
The correct answer is "it increases the effectiveness of the recruitment process by reaching larger numbers of qualified people." This is because using E-recruiting allows companies to reach a larger pool of qualified candidates, increasing the chances of finding the right fit for the position. It expands the reach beyond traditional methods and allows for a wider range of applicants to be considered. This can lead to a more efficient and effective recruitment process.Rate this question:
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- 17.
The statement which best describes the function of Human Resources Planning is
- A.
An integrated set of processes, programs and systems in an Organization that focuses on maximizing employee contribution in order to achieve Organizational success
- B.
The' process of ensuring that people required running the company are being used as effectively as possible especially in fulfilling developmental needs in order to accomplish the organization's goals.
- C.
The formal process of familiarizing new employees with the Organization, new job, work units and culture values, beliefs and accepted behaviour.
- D.
The process of effectively and efficiently managing your assets.
Correct Answer
B. The' process of ensuring that people required running the company are being used as effectively as possible especially in fulfilling developmental needs in order to accomplish the organization's goals.Explanation
The correct answer describes Human Resources Planning as the process of ensuring that the people required to run the company are being used effectively, particularly in fulfilling their developmental needs, in order to achieve the organization's goals. This suggests that Human Resources Planning involves strategically aligning the skills and capabilities of employees with the needs of the organization to maximize their contribution and ultimately drive organizational success.Rate this question:
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- 18.
In the future, HR managers will have to deal with all of the following workforce changes, except
- A.
A more racially diverse workforce
- B.
A skills shortfall among workers
- C.
An abundance of entry level workers
- D.
An older workforce
Correct Answer
A. A more racially diverse workforceExplanation
In the future, HR managers will have to deal with a skills shortfall among workers, an abundance of entry-level workers, and an older workforce. However, the given answer, a more racially diverse workforce, is not a workforce change that HR managers will have to deal with. This suggests that HR managers will need to address and manage the challenges associated with workforce diversity, such as promoting inclusivity, ensuring equal opportunities, and fostering a diverse and inclusive work environment.Rate this question:
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- 19.
Although many authors experience difficulty in distinguishing between personnel management and HRM, it can be argued that HRM is the elevation of personnel management to a more........ level.
- A.
Strategic
- B.
Organizational
- C.
Operational
- D.
Centralized
Correct Answer
B. OrganizationalExplanation
HRM is the elevation of personnel management to a more organizational level. This means that HRM goes beyond just managing employees and their needs, and focuses on aligning HR strategies with the overall goals and objectives of the organization. It involves developing and implementing HR policies and practices that contribute to the success of the organization as a whole. By taking a more organizational approach, HRM ensures that human resources are effectively utilized to achieve strategic objectives and drive organizational performance.Rate this question:
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- 20.
The best hiring occurs when the goals of which of the following should consistent to each other?
- A.
HR Managers, Finance Managers
- B.
Head Office, Branch
- C.
Organization, individual
- D.
Lower Managers, Top Managers
Correct Answer
C. Organization, individualExplanation
The best hiring occurs when the goals of the organization and the individual are consistent with each other. This means that the organization's objectives and the individual's personal goals align, creating a mutually beneficial relationship. When there is alignment between the two, it increases the likelihood of job satisfaction, engagement, and overall success for both the organization and the individual.Rate this question:
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Mar 06, 2024Quiz Edited by
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Mar 10, 2016Quiz Created by
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