Human Resources Midterm Exam Questions! Quiz
With the midterms just about here there is increased pressure to ensure that you remember all the things we have been able to cover in our management classes when it comes to human resources. Do you want a quiz that shows you the questions you might expect? If so then the quiz below is just what you need, why don’t you give it a try!
- 1.
Attracting and orient new employees, effective compensantion system, and effective work environment are examples of:
- A.
Objectives of the Human Resources department
- B.
Employee objectives of the Human Resources deparment
- C.
Activities of the Human Resources department
- D.
Non of the above
Correct Answer
C. Activities of the Human Resources departmentExplanation
The given answer is "Activities of the Human Resources department." This is because attracting and orienting new employees, implementing an effective compensation system, and creating an effective work environment are all tasks or activities that are typically carried out by the Human Resources department. These activities are aimed at managing and developing the organization's workforce, which is one of the primary responsibilities of the HR department.Rate this question:
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- 2.
The goals set by Human Resources to assist employees to achieve personal goals that will enhance their contribution to the organization are called:
- A.
Societal objectives
- B.
Organizational objectives
- C.
Employee objectives
- D.
All of the above
Correct Answer
C. Employee objectivesExplanation
Employee objectives refer to the goals set by Human Resources to assist employees in achieving personal goals that will enhance their contribution to the organization. These objectives focus on the individual employee's development, growth, and career progression within the organization. By aligning the employees' personal goals with the organization's objectives, Human Resources aims to create a motivated and engaged workforce that can contribute effectively to the organization's success.Rate this question:
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- 3.
Which of the following are considered groups of Human Resource Management activities?
- A.
Planning Human Resources
- B.
Attracting Human Resources
- C.
Placing, developing, and evaluating
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
The correct answer is "All of the above." This is because all of the mentioned activities - planning human resources, attracting human resources, and placing, developing, and evaluating - are considered groups of Human Resource Management activities. Planning involves forecasting the organization's future HR needs, attracting involves recruiting and selecting suitable candidates, and placing, developing, and evaluating involves assigning employees to appropriate roles, providing training and development opportunities, and assessing their performance.Rate this question:
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- 4.
Proactives are decision-makers that respond to problems rather than anticipate them
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
The statement suggests that proactives are decision-makers who respond to problems rather than anticipate them. However, this is incorrect. Proactives are individuals who actively take initiative and anticipate potential problems or opportunities before they arise. They are proactive in their approach and take preventive measures to avoid problems or take advantage of opportunities. Therefore, the correct answer is False.Rate this question:
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- 5.
Reactives anticipate problems and likely challenges and take actions before a problem occurs
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
Reactive individuals respond to problems and challenges after they occur, rather than taking action beforehand. They do not anticipate or plan for potential issues. Therefore, the given statement is false.Rate this question:
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- 6.
Which of the following authorities is possessed by managers of operating deparments to make decisions about production, performance, and people?
- A.
Line Authority
- B.
Staff Authority
- C.
Functional Authority
- D.
Non of the above
Correct Answer
A. Line AuthorityExplanation
Line authority is the correct answer because it refers to the authority that managers of operating departments have to make decisions regarding production, performance, and people. This authority gives managers the power to issue orders, make decisions, and hold subordinates accountable for their actions. It is a direct chain of command authority that flows from top-level management down to lower-level managers and employees within the organization. Managers with line authority have the responsibility and accountability for achieving the goals and objectives of their department.Rate this question:
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- 7.
The systematic study of a job to discover its specifications and skill requirements is called...
- A.
Recruitment
- B.
Hiring
- C.
Human Resources
- D.
Job Analysis
Correct Answer
D. Job AnalysisExplanation
Job analysis is the systematic study of a job to identify and determine its specifications and skill requirements. It involves collecting and analyzing information about the tasks, responsibilities, and qualifications needed for a particular job. This process helps in creating job descriptions and job specifications, which are crucial for effective recruitment, hiring, and human resource management. Job analysis provides valuable insights into the essential job functions, knowledge, skills, and abilities required for successful job performance.Rate this question:
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- 8.
A job is a collection of tasks and responsibilities performed by an individual
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
That is a positionRate this question:
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- 9.
A job is a group of related activities and duties that may be held by one or several employees
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
This statement is true because a job typically consists of a set of tasks and responsibilities that are related to each other and can be performed by one or more individuals. These activities and duties are usually defined by a job description and are assigned to employees who are qualified to perform them. Therefore, it is accurate to say that a job is a collection of related activities and duties that can be held by one or several employees.Rate this question:
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- 10.
What is the correct order for the steps in job analysis
- A.
Collection of Job Analysis information, preparation for Job Analysis, and Use of Job Analysis information
- B.
Collection of Job Analysis information, use of Job analysis information, written documentation of the job analysis information
- C.
Preparation for Job Analysis, collection of job analysis information, use of job analysis information
- D.
Depending on the job any option could be right
Correct Answer
C. Preparation for Job Analysis, collection of job analysis information, use of job analysis informationExplanation
The correct order for the steps in job analysis is as follows: preparation for job analysis, collection of job analysis information, and use of job analysis information. This order ensures that the necessary groundwork is done before gathering information about the job, and that the collected information is then effectively utilized. The option mentioning the written documentation of the job analysis information is not included in the correct order. Additionally, the last option stating that any option could be right is incorrect, as there is a specific order to follow in job analysis.Rate this question:
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- 11.
Familiarize with the organization and its job is a part of one of the following steps in Job Analysis
- A.
Collection of Job Analysis information
- B.
Preparation for Job Analysis
- C.
Use of Job Analysis information
- D.
Non of the above
Correct Answer
B. Preparation for Job AnalysisExplanation
The correct answer is "Preparation for Job Analysis". Familiarizing oneself with the organization and its job is an essential step in preparing for job analysis. Before conducting a job analysis, it is important to understand the organization's structure, culture, and goals, as well as the specific requirements and responsibilities of the job being analyzed. This knowledge helps ensure that the job analysis process is thorough and accurate, leading to effective outcomes such as developing job descriptions, determining job requirements, and identifying performance criteria.Rate this question:
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- 12.
Determine uses of job analysis information is a part of one of the following steps in Job Analysis
- A.
Preparation for Job Analysis
- B.
Collection of Job Analysis information
- C.
Use of Job Analysis information
- D.
All of the above
Correct Answer
A. Preparation for Job AnalysisExplanation
The correct answer is "Preparation for Job Analysis." This step involves planning and organizing the job analysis process before actually collecting and using the information. It includes identifying the purpose of the analysis, determining the methods and techniques to be used, and establishing a timeline and resources needed for the analysis.Rate this question:
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- 13.
Which of the following is part of the "Collection of information" step in Job Analysis?
- A.
Identify jobs to be analysed
- B.
Determine sources of job data
- C.
Job Design
- D.
HR systems and change
Correct Answer
B. Determine sources of job dataExplanation
In the "Collection of information" step in Job Analysis, one of the tasks is to determine sources of job data. This involves identifying the various sources from which relevant information about the job can be gathered, such as job holders, supervisors, and other stakeholders. This step is crucial in gathering accurate and comprehensive data about the job, which will be used for further analysis and decision-making in areas like job design, HR systems, and change management.Rate this question:
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- 14.
Employee logs are standardized questionnaires used to survey employees to collect information about jobs, working conditions, and other performance related information
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
Mailed Questionnaires are standardized questionnaires used to survey employees to follect information about jobs, working doncitions, and other performance related informationRate this question:
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- 15.
Observation, one of the methods for data collection, is quick, inexpensive and very accurate
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
Observation is slow, costly, and potentially less accurateRate this question:
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- 16.
Which of the following is NOT a method for data collection
- A.
Interviews
- B.
Mailed Questionnaires
- C.
Employee Log
- D.
Observation
- E.
Non of the above
Correct Answer
E. Non of the aboveExplanation
All options are methods for data collectionRate this question:
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- 17.
Which of the following is not a part of the Use of information step in Job Analysis
- A.
Job Design
- B.
HR Systems and change
- C.
Job performance standards
- D.
Job descriptions and specifications
- E.
Non of the above
Correct Answer
E. Non of the aboveExplanation
All the options are in fact part of the Use of information step in Job AnalysisRate this question:
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- 18.
A recognized list of functions tasks, accountabilities, working conditions, and competencies for a particular occupation is called a...
- A.
Job
- B.
Job Description
- C.
Position
- D.
Job advertising
Correct Answer
B. Job DescriptionExplanation
A recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation is called a job description. It provides a detailed summary of the responsibilities and requirements of a specific job, including the duties and tasks to be performed, the qualifications and skills needed, and the working conditions. A job description helps both employers and employees understand the expectations and requirements of a job, and it serves as a useful tool for recruitment, performance evaluation, and career development.Rate this question:
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- 19.
Thinking, decision making, problem solving, cognitive skills, and language are examples of...
- A.
Technical Skills
- B.
Conceptual Skills
- C.
Human Relations Skills
- D.
Non of the above
Correct Answer
B. Conceptual SkillsExplanation
Thinking, decision making, problem solving, cognitive skills, and language are all examples of conceptual skills. These skills involve the ability to understand and analyze complex ideas, think critically, and make informed decisions. Conceptual skills are important for individuals in various roles and industries as they enable individuals to see the big picture, identify patterns and trends, and develop innovative solutions to problems. Technical skills, on the other hand, refer to specific knowledge and abilities related to a particular field or industry, while human relations skills pertain to the ability to interact and communicate effectively with others.Rate this question:
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- 20.
Examples of human relation skills are working in teams, communication, and inter-personal skills
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
The statement is true because examples of human relation skills such as working in teams, communication, and interpersonal skills are indeed important in building and maintaining relationships with others. These skills enable individuals to effectively collaborate, express themselves, and connect with others on a personal level, which are crucial in various aspects of life, including work, social interactions, and personal relationships.Rate this question:
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- 21.
Examples of Conceptual Skills are working in teams, communication, and inter-personal skills
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
Working in teams, communication, and inter-personal skills are examples of conceptual skillsRate this question:
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- 22.
A job specification...
- A.
Describes what the job demands of employees and the human factors required
- B.
Is a recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation
- C.
Is a list of facts about the situation in which the worker acts include physical environment, hours, hazards, travel requirements, and so on, associates with a job
- D.
Non of the above
Correct Answer
A. Describes what the job demands of employees and the human factors requiredExplanation
A job specification is a recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation. It outlines the specific requirements and qualifications needed for a job, including the skills, knowledge, and experience necessary to perform the job effectively. It also includes any physical or human factors that may be required for the job, such as physical strength or the ability to work well in a team.Rate this question:
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- 23.
Working conditions are facts about the situation in which the worker acts include a physical environment, hours, hazard, travel requirements, and so no, associated with a job
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
The statement is true because working conditions refer to the various factors that affect the work environment and the tasks performed by workers. These factors include the physical surroundings, such as the layout of the workspace and any potential hazards present, as well as the hours and travel requirements associated with the job. Therefore, working conditions encompass all the relevant facts about the situation in which a worker acts.Rate this question:
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- 24.
Which of the following is not a key consideration in job design
- A.
Organizational consideration
- B.
Legal consideration
- C.
Ergonomic consideration
- D.
Employee consideration
Correct Answer
B. Legal considerationExplanation
Legal consideration is not a key consideration in job design because it refers to the legal aspects that need to be considered while designing a job, such as compliance with labor laws, regulations, and industry standards. While legal considerations are important in ensuring that job designs adhere to legal requirements, they are not directly related to the design of the job itself. Job design primarily focuses on factors such as organizational structure, employee tasks and responsibilities, work environment, and employee preferences, which are more directly related to the design and optimization of job roles within an organization.Rate this question:
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- 25.
Having control over one`s work and response to work environment is called
- A.
Variety
- B.
Autonomy
- C.
Task identity
- D.
Feedback
Correct Answer
B. AutonomyExplanation
Autonomy refers to having control over one's work and the ability to make decisions and take responsibility for one's actions in the work environment. It allows individuals to have the freedom and independence to determine how they approach and complete their tasks, which can lead to increased motivation, job satisfaction, and productivity. Autonomy enables individuals to have a sense of ownership and empowerment in their work, ultimately resulting in a more fulfilling and rewarding work experience.Rate this question:
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- 26.
Task identity is...
- A.
Knowing that one`s work is important
- B.
Feeling of responsibility or pride from doing an entire piece of work
- C.
Having control over one`s work and response to work environment
- D.
Information that helps evaluate success or failure
Correct Answer
B. Feeling of responsibility or pride from doing an entire piece of workExplanation
Task identity refers to the extent to which an individual feels a sense of responsibility or pride from completing an entire piece of work. It is the feeling of ownership and accomplishment that comes from being able to see a task through from start to finish. This sense of task identity can greatly impact an individual's motivation, job satisfaction, and commitment to their work. It allows them to take pride in their contributions and feel a sense of fulfillment in their accomplishments.Rate this question:
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- 27.
Moving employees from one job to another to provide more variety to learn new skills is called...
- A.
Job enlargement
- B.
Job enrichment
- C.
Job rotation
- D.
Non of the above
Correct Answer
C. Job rotationExplanation
Job rotation involves moving employees from one job to another in order to provide them with more variety and the opportunity to learn new skills. This helps to prevent boredom and monotony in the workplace and allows employees to gain a broader understanding of different tasks and roles within the organization. By rotating employees through different jobs, organizations can enhance employee engagement, motivation, and development. Job enlargement refers to expanding an employee's current job by adding more tasks and responsibilities, while job enrichment involves increasing the depth and complexity of a job.Rate this question:
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- 28.
Job enlargement is...
- A.
Expanding the number of related tasks in a job to draw on a wider range of employee skills
- B.
Adding more responsibilities and autonomy to a job, giving the worker greater powers to plan, do, and evaluate job performance
- C.
Moving employees from one job to another to provide more variety to learn new skills
- D.
Non of the above
Correct Answer
A. Expanding the number of related tasks in a job to draw on a wider range of employee skillsExplanation
Job enlargement refers to the practice of expanding the number of related tasks within a job. This allows employees to utilize a wider range of their skills and abilities. By increasing the variety of tasks, job enlargement aims to make the job more challenging and interesting for the employee. This can lead to increased job satisfaction and motivation. It is different from job enrichment, which involves adding more responsibilities and autonomy to a job, and job rotation, which involves moving employees between different jobs to provide variety and opportunities to learn new skills.Rate this question:
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- 29.
Workforce availability, social expectations, and work practices are examples of...
- A.
Organizational considerations
- B.
Ergonomic considerations
- C.
Employee considerations
- D.
Environmental considerations
Correct Answer
D. Environmental considerationsExplanation
Workforce availability, social expectations, and work practices are examples of factors that organizations need to take into consideration when making decisions about their operations and strategies. These factors are related to the external environment in which the organization operates. Therefore, the correct answer is "Environmental considerations."Rate this question:
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- 30.
The charter of rights and freedoms does not include
- A.
The right to Bargain Collectively and to Strike
- B.
The right to Picket
- C.
The right to Work
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
The charter of rights and freedoms does not include the right to Bargain Collectively and to Strike, the right to Picket, and the right to Work. This means that these rights are not explicitly protected or guaranteed by the charter.Rate this question:
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- 31.
The federal law is passed by provincial governments and enforced by provincial human rights comissions
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
The federal law is passed by Parliament and enforced by federal human rightsRate this question:
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- 32.
The objectives of the Federal law is to ensure equal employment opportunities with employers under federal jurisdiction
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
The statement is true because the objectives of the Federal law are indeed to ensure equal employment opportunities with employers under federal jurisdiction. This means that the law aims to prevent discrimination in the workplace based on factors such as race, gender, religion, or disability. By promoting equal employment opportunities, the law helps to create a fair and inclusive working environment for all individuals.Rate this question:
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- 33.
Having a minimum weigth on a job description is an example of...
- A.
Direct discrimination
- B.
Indirect discrimination
- C.
Harassment
- D.
Sexual Harassment
Correct Answer
B. Indirect discriminationExplanation
Indirect discrimination refers to a situation where a policy or practice appears to be neutral but has a disproportionate impact on a certain group of individuals. In this case, having a minimum weight requirement on a job description may seem neutral, but it could disproportionately affect certain groups, such as women or individuals with disabilities, who may be less likely to meet the weight requirement. This can be seen as indirectly discriminating against these groups, as it creates a barrier to their equal participation in employment opportunities.Rate this question:
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- 34.
Undue hardship means that it does put the organization into financial difficulties with having to make adjustments for a potential candidate
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
Undue hardship means that it does NOT put the organization into financial difficulties with having to make adjustments for a potential candidateRate this question:
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- 35.
A justified business reason for discriminating against a member of a protected class is called
- A.
Duty to accommodate
- B.
Systematic discrimination
- C.
Bona Fide Occupational Qualification
- D.
None of the above
Correct Answer
C. Bona Fide Occupational QualificationExplanation
Bona Fide Occupational Qualification is a justified business reason for discriminating against a member of a protected class. It refers to a specific qualification or requirement that is necessary for performing a particular job. This qualification must be directly related to the job and essential for its successful performance. Discrimination based on a protected characteristic may be allowed if it is a genuine requirement for the position. This exception exists to ensure that employers can maintain certain job standards or requirements that are necessary for the efficient functioning of their business.Rate this question:
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Current Version
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Mar 22, 2023Quiz Edited by
ProProfs Editorial Team -
Oct 24, 2012Quiz Created by
ReynaldoJPA
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