Free Human Resource Management MCQs with Answers

• A. Reliability
• B. Testing
• C. Validity
• D. Organizational constraint

Explanation: Validity indicates how accurately a test or selection procedure measures the attribute it claims to measure.

• A. Conducting attitude surveys
• B. Work analysis
• C. HR information systems
• D. Job design

Explanation: Attitude surveys help HR assess employee satisfaction, morale and workplace relations, making them an employee-relations responsibility.

• A. Attract attention to the advertisement
• B. Get right candidate
• C. How will be the profit
• D. The candidate reach in profit

Explanation: A recruitment advertisement must first attract attention so that suitable candidates notice and read it.

• A. Because it focuses on the internal human resources of the business as a source of sustainable competitive advantage
• B. Because it advocates tight vertical integration between the organisation's business strategy and human resource strategy.
• C. Because it relies on a set of high-commitment HR practices to deliver sustainable competitive advantage.
• D. Because it focuses on the external context of the business

Explanation: The resource-based view marks a shift toward internal resources, especially valuable human capabilities, as sources of sustainable…

• A. HR managers, Finance managers
• B. Head office, Brand
• C. Organisation, individual
• D. Lower managers, Top managersHuman Resources

Explanation: Hiring works best when individual aspirations and organisational objectives support one another, because this improves both employee fit…

• A. To encourage employees to trust their manager
• B. To make a quick profit
• C. To make employees work harder for less
• D. Because engaged employees are more motivated and prepared to give their best to make the firm succeed

Explanation: Engaged employees are emotionally committed to their work and therefore tend to be more motivated, productive, and willing to contribute…

• A. Labour needs to be treated as assets to be invested in.
• B. Employees are a cost which should be minimized.
• C. A lack of mutuality existing between employee and employer
• D. A disregard for unlocking discretionary effortPhysical Asset Management

Explanation: Soft or high-road HRM treats employees as valuable assets in whom the organisation should invest through development, support, and…

• A. HR department
• B. Procurement department
• C. Finance department
• D. Marketing department

Explanation: The HR department normally develops and administers workplace health and safety policies, training, records, and compliance procedures.

• A. Internal selection requires few procedures to locate and screen viable job candidate
• B. Internal selection presents fewer dangers of inourring legal liability than external selection
• C. There is less need to use multiple predictors in assessing internal candidates than. with external candidates
• D. Information about internal candidates tends to be more verifiable than information about external candidates

Explanation: Internal candidates already have organisational records, performance histories, and supervisor evaluations, so information about them is…

• A. Hard HRM
• B. Soft HRM
• C. Medium HRM
• D. Utiliarian approachGet Executive Coaching

Explanation: Soft HRM views employees as valuable human assets whose commitment, development, and participation should be cultivated.

• A. rarity of HR
• B. diversity of HR
• C. security of HR data
• D. sustainability of HR

Explanation: Because e-HR stores sensitive personal, payroll, and employment records electronically, protecting HR data from unauthorised access, loss…

• A. Casual applicants
• B. Advertising
• C. Employee referrals
• D. Employment agenciesUrdu Mcqs

Explanation: Advertising can communicate vacancies to a very large and geographically dispersed audience, making it the broadest recruitment medium…

• A. Positive
• B. Negative
• C. Both Positive and Negative
• D. Unnecessary

Explanation: Recruitment is called a positive process because it seeks to attract and encourage as many suitable applicants as possible.

• A. Upgraded technology
• B. Human mind
• C. Competitors' pressure
• D. Research & Development

Explanation: The human mind is the fundamental source of innovation because people generate original ideas and solutions; technology and research…

• A. Task oriented
• B. Task analysis
• C. performance oriented
• D. Credit analysisTry Life Coaching

Explanation: A job description is task-oriented because it states the duties, tasks and responsibilities attached to a job.

• A. job specification
• B. job description
• C. job analysis
• D. job design

Explanation: A job description explains what the job involves, including its purpose, scope, duties and responsibilities.

• A. worth job specification
• B. job description
• C. job evaluation
• D. job identification Dictionaries & Encyclopedias

Explanation: Job evaluation systematically compares jobs to determine their relative worth within an organization, usually for establishing a fair pay…

• A. job specification
• B. job design
• C. job description
• D. job evaluation

Explanation: Job identification appears in a job description, along with the job title, department, reporting relationships and other identifying…

• A. unprepared type of interview
• B. unstructured interview
• C. unconditional interview
• D. none of the above Management

Explanation: An unstructured interview has no fixed list of predetermined questions, so the interviewer follows up according to the candidate’s…

• A. a structured interview
• B. a well-organized interview
• C. a systematic type interview
• D. none of the above

Explanation: A structured interview uses questions prepared in advance and generally applies them consistently to each candidate.