Free Human Resource Management MCQs with Answers

• A. lenient/strict tendency
• B. bias
• C. central tendency
• D. different tendenciesSubmit Mcqs Platform

Explanation: Giving lower appraisal ratings because of an employee's gender is a rater bias, specifically a discriminatory bias.

• A. it avoids central tendency and biases
• B. it jointly agreed performance objectives
• C. it provides behavioral anchors
• D. it provides ongoing basis evaluationTry Life Coaching

Explanation: A central strength of MBO is that managers and employees jointly agree on measurable performance objectives, which improves commitment and…

• A. advisory role
• B. line authority
• C. hiring department only
• D. training department only

Explanation: The HR department generally provides specialist advice and support to line managers, such as guidance on recruitment, training and…

• A. satisfactory-promotable interview
• B. satisfactory-not promotable interview
• C. unsatisfactory-correctable interview
• D. unsatisfactory-uncorrectable interview

Explanation: An unsatisfactory performance that cannot be improved through corrective action is classified as an unsatisfactory-uncorrectable…

• A. lenient tendency
• B. strict tendency
• C. biasing tendency
• D. central tendency

Explanation: Central tendency occurs when a rater gives nearly everyone the middle or same rating, such as ‘good,’ instead of distinguishing levels of…

• A. total quality
• B. appraisal issues
• C. strategic planning
• D. all of aboveTry Asset Software

Explanation: Performance management connects strategic planning, performance appraisal and total-quality improvement, so these elements are treated…

• A. training of supervisors
• B. monitor the appraisal system affectivity
• C. training the employees
• D. all of above

Explanation: HR may train supervisors, train other employees and monitor the effectiveness of the appraisal system.

• A. tell-and-listen
• B. tell- and-sell
• C. problem solving
• D. all of aboveGet Executive Coaching

Explanation: Common appraisal interviews include tell-and-listen, tell-and-sell and problem-solving approaches.

• A. fixed pay
• B. variable pay
• C. fixed-variable pay
• D. mixed pay

Explanation: Variable pay changes with results such as individual productivity, sales or output, unlike fixed pay, which remains stable.

• A. merit pay
• B. motivators
• C. de-merit pay
• D. fixed merit payMcqs Website Access

Explanation: Merit pay is the portion of compensation added in recognition of an employee’s individual performance or merit.

• A. Maslow's motivation theory
• B. Victor Vroom expectancy theory
• C. Fredrick Herzberg motivation theory
• D. Edward Deci motivation theory

Explanation: Vroom’s expectancy theory is built on the common-sense idea that people consider the likely effort, performance and rewards before…

• A. fixed pay
• B. variable pay
• C. fixed-variable pay
• D. mixed pay

Explanation: Pay linked to the company’s overall profitability is a form of variable pay, because the amount changes according to organisational…

• A. results
• B. experience
• C. skills
• D. knowledge

Explanation: A straight commission links earnings directly to sales results, so higher sales produce higher pay.

• A. extrinsic rewards
• B. intrinsic rewards
• C. de-expectancy
• D. expectancy

Explanation: Training and confidence building increase an employee’s belief that effort can produce successful performance, which is expectancy in…

• A. extrinsic rewards
• B. intrinsic rewards
• C. motivation
• D. detractionTry Asset Software

Explanation: Vroom’s motivation model multiplies expectancy, instrumentality, and valence; if these factors are absent, the resulting motivation is…

• A. motivator factors
• B. de-motivator factors
• C. intrinsic factors
• D. extrinsic factors

Explanation: Herzberg identified motivators such as achievement, recognition, responsibility, and growth as the factors that create satisfaction and…

• A. performance feedback
• B. performance appraisal
• C. appraisal system
• D. appraisal feedbackGet Executive Coaching

Explanation: Performance feedback is qualitative or quantitative information given to help employees maintain or improve their performance.

• A. standard hour plan
• B. standard piece rate
• C. standard piecework
• D. variable hour plan

Explanation: Under a standard hour plan, employees are paid according to predetermined standard time and an hourly rate, so a separate piece rate need…

• A. hygiene's
• B. motivators
• C. unhygienic
• D. unmotivatedMcqs Website Access

Explanation: Herzberg classified pay, job security, working conditions, and company policy as hygiene factors, which correspond broadly to lower-level…

• A. social recognition program
• B. performance feedback
• C. fixed premium
• D. financial awards

Explanation: Praise and expressions of approval are nonfinancial forms of social recognition that publicly acknowledge an employee’s contribution.