All Free Management Sciences MCQs with Answers

• A. Human resource planning
• B. Employee orientation
• C. Performance appraisal
• D. Job evaluation

Explanation: Human resource planning forecasts future staffing requirements and compares them with the available workforce.

• A. Reliability
• B. Content validity
• C. Utility
• D. Face validity

Explanation: Reliability means that a measurement gives consistent results over repeated applications or across equivalent forms.

• A. Internal equity
• B. External competitiveness
• C. Individual incentive
• D. Pay compression

Explanation: Internal equity compares the value and pay of jobs within one organisation.

• A. Job enlargement
• B. Job enrichment
• C. Job rotation
• D. Job simplification

Explanation: Job enlargement expands the horizontal range of duties without necessarily increasing authority.

• A. Realistic job preview
• B. Assessment centre
• C. Replacement chart
• D. Management by objectives

Explanation: A realistic job preview presents both favourable and unfavourable features of a position.

• A. Succession planning
• B. Job sharing
• C. Position classification
• D. Wage administration

Explanation: Succession planning prepares a pool of potential replacements for important positions.

• A. Management by objectives
• B. Paired comparison
• C. Forced distribution
• D. Graphic rating scale

Explanation: Management by objectives assesses performance against objectives agreed by the employee and supervisor.

• A. Redundancy
• B. Resignation
• C. Retirement
• D. Probation

Explanation: Redundancy occurs when a position becomes unnecessary because of restructuring, reduced demand or technological change.

• A. Turnover rate
• B. Absence frequency
• C. Selection ratio
• D. Span of control

Explanation: The turnover rate measures employee separations in relation to the workforce over a stated period.

• A. Provide a formal way to resolve employee complaints
• B. Determine the market value of employee benefits
• C. Replace the organisation's recruitment process
• D. Calculate the annual training budget

Explanation: A grievance procedure establishes recognised steps for employees to raise and resolve workplace complaints.

• A. To determine the relative worth of different jobs
• B. To identify the personal needs of job applicants
• C. To measure the daily output of employees
• D. To forecast the number of future vacancies

Explanation: Job evaluation compares jobs systematically to determine their relative value and support a fair pay structure.

• A. Training needs assessment
• B. Employee separation analysis
• C. Compensation benchmarking
• D. Workforce downsizing

Explanation: Training needs assessment identifies gaps between current employee capabilities and the requirements of their jobs.

• A. Flexible benefits plan
• B. Defined benefit pension
• C. Seniority wage scale
• D. Mandatory leave policy

Explanation: A flexible benefits plan gives employees a choice among approved benefits, such as insurance, leave, or retirement contributions.

• A. Documented attendance history
• B. Personal career preference form
• C. Informal salary discussion
• D. Annual recruitment forecast

Explanation: A documented attendance history provides objective evidence of the problem, prior counselling, and the organisation's response.

• A. Employee absence from scheduled work
• B. Employees leaving the organisation
• C. Applicants rejected during selection
• D. Positions remaining vacant

Explanation: Absenteeism refers to employees being absent from scheduled work, whether the absence is authorised or unauthorised depending on the…

• A. Aligning HR policies with organisational strategy
• B. Handling payroll without reviewing business goals
• C. Filling vacancies only after employees resign
• D. Applying identical training to every employee

Explanation: Strategic HRM links staffing, development, rewards, and retention policies with the organisation's long-term objectives.

• A. Assessment centre
• B. Unstructured application form
• C. Seniority review
• D. Exit interview

Explanation: An assessment centre uses exercises such as role plays, group discussions, and in-basket tasks to assess competencies in simulated…

• A. To store and process employee-related information
• B. To replace all managerial decisions about employees
• C. To guarantee that every applicant is hired
• D. To determine the legal status of every organisation

Explanation: An HRIS stores, updates, and processes information such as attendance, payroll, employee records, and benefits.

• A. Psychological contract
• B. Formal job specification
• C. Collective wage agreement
• D. Organisational chart

Explanation: The psychological contract consists of an employee's perceived, often unwritten expectations about mutual obligations with the employer.

• A. External pay benchmarking
• B. Internal job rotation
• C. Behavioural counselling
• D. Succession mapping

Explanation: External pay benchmarking compares an organisation's compensation with market rates paid by comparable employers.