Free Human Resource Management MCQs with Answers

• A. the positive effects of the actions implemented
• B. the negative effects of the actions implemented
• C. the failures that resulted from the implementation of the plan
• D. the positive & negative effect of the actions implemented

Explanation: Evaluating a plan against success criteria requires examining both intended benefits and unintended drawbacks.

• A. code of ethics
• B. word of ethics
• C. ethics/ dilemma
• D. Training Manual

Explanation: A code of ethics is a written set of values, policies and principles that guides employees' decisions and conduct.

• A. online recruiting can eliminate paperwork and speed up the hiring process
• B. online learning can slash travel costs and make training available anytime anywhere
• C. working online can reduce the resistance sometimes experienced from employees
• D. online retirement planning can help employees map out their future while reducing questions and paperwork for HRTry Asset Software

Explanation: Electronic HR systems can reduce paperwork, travel costs and routine queries, but working online does not necessarily reduce employees'…

• A. Procurement
• B. Development
• C. Organizing
• D. performance appraisal

Explanation: Organising is a managerial function involving the arrangement of people, tasks and authority.

• A. Staff advisers 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 develop.ing 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 alo~e are responsible for developing, implementing and evaluating the HR programmes while staff advisors are not all involved in any matters concerning HR.Get Executive Coaching

Explanation: HR staff advisers generally design and advise on HR programmes, while line managers apply them in day-to-day supervision.

• A. Job classification
• B. Job design
• C. Job evaluation
• D. Job description

Explanation: Job classification groups similar jobs into classes or grades based on their duties, responsibilities or other common features.

• A. Administrative services
• B. Business partner services
• C. Strategic partner
• D. Product quality auditMcqs Practice Tests

Explanation: Business partner services develop HR systems and practices that support the organisation's need to attract, retain and develop employees.

• A. cultural, human and system capital
• B. social, cultural and human capital
• C. organisation relies on the ,following sources of capital
• D. cultural, human and source capitalCompare HR Software

Explanation: The modern HRM view treats competitive advantage as dependent on human capital together with social and cultural capital.

• A. They are hard to construct
• B. They are difficult to validate
• C. They are expensive to adminis
• D. They give very little information

Explanation: Written tests have become less common partly because their validity can be difficult to establish for particular jobs and contexts.

• A. Financing project marketing related programming
• B. setting employment standards and policies
• C. linking human resources with strategic objectives to improve performance
• D. Project planningTry Operations Software

Explanation: Strategic HRM links human-resource policies and practices with the organisation's strategic objectives so that employee capability…

• A. recruitment and selection
• B. training and development
• C. pay and benefits
• D. health and safety

Explanation: In HRM, procurement means obtaining the required employees through activities such as recruitment and selection.

• A. PIanning'
• B. Organizing
• C. Procurement
• D. Controlling

Explanation: Procurement is an operative HR function because it directly involves acquiring employees through recruitment and selection.

• A. Human resource planning
• B. Selection
• C. Recruitment
• D. Job AnalysisDownload Reference Apps

Explanation: Recruitment is the process of locating and encouraging qualified people to apply for jobs.

• A. Preparing a job analysis
• B. Forecasting future human resource needs
• C. Assessing future demand
• D. Assessing future supply

Explanation: Human-resource planning begins by forecasting the organisation's future HR requirements, including the number and types of employees…

• A. Job design
• B. Job classification
• C. Job description
• D. Job evaluationGet Executive Coaching

Explanation: A job description is the written record of a job analysis, covering duties, responsibilities and working conditions.

• A. Homogeneous
• B. Heterogeneous
• C. Ductility
• D. Stable

Explanation: Human resources are heterogeneous because employees differ in abilities, personalities, skills, needs and performance.

• A. Brochure ware
• B. Transactional
• C. Lnteqrated
• D. PersonalizedSubmit Mcqs Platform

Explanation: A personalized HR intranet uses each employee's profile to present relevant information and services, going beyond basic brochure or…

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

Explanation: Job enlargement expands a job horizontally by adding more tasks at a similar level of responsibility.

• A. High Intellectual Capacity
• B. Higher understanding of organization
• C. High level of curiosity
• D. High potentialPost Job Openings

Explanation: Campus recruits may offer intellectual ability, curiosity, and high potential, but they generally have limited prior understanding of the…

• A. Scientific approach
• B. Rational approach
• C. Human relations approach
• D. Systematic approach

Explanation: The human relations approach focuses on how social relationships, morale, motivation, and psychological conditions affect employee…