Free Human Resource Management MCQs with Answers

• A. mobilize commitment
• B. consolidation of gains
• C. monitoring and assessing programs
• D. creating guiding coalition

Explanation: Comparing performance before and after a change is part of monitoring and assessing the change program.

• A. human process intervention
• B. techno structural interventions
• C. strategic intervention
• D. HRM interventionsExplore Trade Classes

Explanation: Reward systems are HRM interventions because they use compensation and recognition to influence employee motivation and performance.

• A. measuring reaction
• B. measuring learning
• C. measuring behavior
• D. measuring results

Explanation: Measuring learning tests whether trainees acquired the intended knowledge, skills, or principles, usually through tests or demonstrations.

• A. behavior modeling
• B. role playing
• C. in-house development center
• D. executive coach

Explanation: An executive coach uses questioning, feedback, and reflection to help an executive understand strengths and weaknesses and improve…

• A. design of evaluation
• B. controlled experimentation
• C. in-house development
• D. consolidation of gainsSubmit Mcqs Platform

Explanation: Controlled experimentation tests training effectiveness by comparing a trained group with a suitable control or comparison group.

• A. unfreezing stage
• B. moving stage
• C. refreezing stage
• D. all of above

Explanation: Unfreezing creates dissatisfaction with the present situation and a sense of urgency, preparing employees to accept change.

• A. need analysis competency model
• B. competency model
• C. task analysis
• D. Both A and C

Explanation: Task analysis identifies the duties, activities, and specific skills required for a particular job.

• A. human process intervention
• B. techno structural interventions
• C. strategic intervention
• D. HRM interventionsPhysical Asset Management

Explanation: Self-designing organizations involve major changes in an organization’s strategy, structure, and relationship with its environment, so…

• A. unfreezing stage
• B. moving stage
• C. refreezing stage
• D. all of above

Explanation: Lewin’s three-stage model is unfreezing, moving or changing, and refreezing. Therefore, all three listed stages are included.

• A. training
• B. negligent training
• C. both A and B
• D. learningPakMcqs App Subscription

Explanation: Training is the planned teaching of knowledge and skills that enables current employees to perform their jobs effectively.

• A. personal competencies
• B. interpersonal competencies
• C. business management
• D. both A and C

Explanation: Communicating leadership requires interaction, influence, listening, and relationship-building, so it is an interpersonal competency.

• A. mobilize commitment
• B. consolidation of gains
• C. creating guiding coalition
• D. reinforcement of new programsHuman Resources

Explanation: New appraisal systems and incentives reinforce the desired behaviours and help sustain the change.

• A. communicating line authority
• B. staff authority
• C. communicating company's higher-level goals
• D. communicating future HR policies

Explanation: Direction sharing means communicating the organisation's broad or higher-level goals so employees understand what the company is trying to…

• A. graphic rating scale method
• B. management by objectives
• C. alternation ranking method
• D. paired comparison methodCareer Resources & Planning

Explanation: Paired comparison evaluates employees by comparing each person directly with every other person on the selected trait.

• A. halo effect
• B. bias
• C. central tendency
• D. difficult to develop

Explanation: BARS requires detailed job analysis and the development of specific behavioural examples for each rating level, making it difficult and…

• A. lenient/strict tendency
• B. biasing tendency
• C. central tendency
• D. different tendencies

Explanation: Rating nearly everyone high reflects leniency, while rating nearly everyone low reflects strictness, together called lenient or strict…

• A. difficult to develop
• B. cause of disagreements
• C. time consuming
• D. ranking is based on employer's cutoff points

Explanation: Forced distribution depends on predetermined proportions or cutoff points for each performance category, which can make the results seem…

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

Explanation: An unsatisfactory-correctable interview is used when performance is below standard but improvement is considered possible through…

• A. avoids central tendency and biases
• B. avoids central tendency and biases
• C. provides behavioral anchors
• D. ongoing basis evaluation

Explanation: The critical incident method records notable examples of effective and ineffective behaviour throughout the evaluation period, so it…

• A. continuous evaluating
• B. continuous re-evaluating
• C. never evaluating performances
• D. evaluating for salary purposes

Explanation: Performance management is a continuous cycle in which performance is monitored and re-evaluated rather than judged only once a year.