Free Human Resource Management MCQs with Answers

• A. binding arbitration
• B. non-binding arbitration
• C. interest arbitration
• D. rights arbitrationLegal Services

Explanation: Interest arbitration applies when the parties seek to establish or change contract terms because the existing agreement no longer…

• A. voluntary bargaining items
• B. permissible bargaining items
• C. illegal bargaining items
• D. mandatory bargaining items

Explanation: Illegal bargaining items are subjects that the law prohibits the parties from negotiating or agreeing upon.

• A. closed shop
• B. union shop
• C. agency shop
• D. preferential shop

Explanation: A preferential shop gives union members an advantage in hiring without necessarily requiring every employee to belong to the union.

• A. closed shop
• B. union shop
• C. agency shop
• D. preferential shop

Explanation: A closed shop allows an employer to hire only people who are already union members.

• A. strike
• B. picketing
• C. boycott
• D. impasse boycottTry Asset Software

Explanation: Picketing involves employees displaying signs or marching near the workplace to communicate their concerns and influence public opinion.

• A. non-binding arbitration
• B. interest arbitration
• C. non-binding arbitration
• D. all of above

Explanation: Arbitration may be non-binding, where the decision is advisory, or interest arbitration, where the arbitrator helps determine terms for a…

• A. boycott
• B. impasse boycott
• C. strike
• D. picketingGet Executive Coaching

Explanation: A boycott is a collective refusal to purchase an employer's or company's products, often used to support labour demands.

• A. grievance procedure
• B. lock out
• C. injunction
• D. strike procedure

Explanation: A lockout occurs when an employer temporarily refuses to provide work or access to the workplace during a labour dispute.

• A. job summary
• B. responsibilities and duties
• C. job identification
• D. both b and cMcqs Practice Tests

Explanation: The job title identifies the position, so it belongs in the job-identification section of a job description.

• A. Interviews
• B. Questionnaires
• C. Both A and B
• D. none of above

Explanation: Job analysts commonly gather information through interviews with jobholders or supervisors and through questionnaires completed by them.

• A. job description
• B. job specification
• C. Both A and B
• D. none of aboveCompare Legal Plans

Explanation: Job analysis produces a job description, which states duties and responsibilities, and a job specification, which states the required…

• A. structured only
• B. unstructured only
• C. both structured and unstructured
• D. none of above

Explanation: Interviews may follow a fixed set of questions, making them structured, or allow flexible discussion, making them unstructured.

• A. strategic thinking
• B. mathematical reasoning
• C. reading and writing
• D. both b and c

Explanation: General competencies are transferable abilities needed across many jobs, such as mathematical reasoning and reading and writing.

• A. redesigning jobs of workers
• B. assigning additional activities to workers
• C. moving workers from one job to the other
• D. none of above

Explanation: Job rotation moves an employee periodically from one job or task to another, usually to broaden skills and reduce monotony.

• A. motivate employees
• B. compensate employs
• C. staffing new employees
• D. all of above

Explanation: Job enrichment increases the depth of a job by giving employees greater responsibility, autonomy, and control, which can improve…

• A. job descriptions
• B. job analysis
• C. job specifications
• D. Both A and C

Explanation: Job specifications state the human requirements of a job, including qualifications, skills, experience, and personal qualities.

• A. job descriptions
• B. job analysis
• C. job specifications
• D. Both A and C

Explanation: Job descriptions commonly include reporting relationships, duties, and working conditions because they describe the job itself and its…

• A. measureable competency
• B. behavioral competency
• C. observable competency
• D. all of aboveMcqs Practice Tests

Explanation: Competency-based job analysis defines work through competencies that can be observed and measured, including the behaviours required for…

• A. training
• B. performance appraisal
• C. compensations
• D. all of above

Explanation: Job analysis identifies the duties and performance requirements used to design training, assess performance, and establish fair…

• A. job descriptions
• B. job analysis
• C. job specifications
• D. both A and CJobs

Explanation: Job specifications identify the type of person required by stating qualifications, skills, experience, and other human characteristics.