HRM Entrance Model Paper

1. As per Human Resource Management, the term ____ refers to “ the total knowledge, skills, creative
abilities, talents and aptitudes of an organization workforce, as well as the values, attitudes and beliefs of
the individuals involved?
a. Human resource planning
b. Human resources
c. Human relates
d. Human resource management
e. None
2. As per Human Resource Management, traditional approaches to personal management emphasize on
which of the following?(i)support (ii) command (iii) control (Iv) freedom
a. Only i, iii and iv
b. Only i and ii
c. Only iii and iv
d. Only ii and iii
e. Only ii
3. As per Human Resource Management, the ____ function is concerned with providing a work environment
which is conducive to the employees and nurturing them to make feel committed and attached to the
organization.
a. Acquisition
b. Retention
c. Motivation
d. Development
e. Support
4. As per Human Resource Management, acquiring employees is one of the important functions of this
entire process. What is the final step involved in the acquiring function of the organizations?
a. Staffing
b. Retaining
c. planning
d. Motivating
e. Either a or b
5. Who among the following. Was/were the pioneer(s) of the Hawthorne studies which forced organizations
to shift their attention from the scientific management approach to the human relations approach?
a. John D Rockefeller
b. Ivancevich and Glueck
c. Peter F Drucker
d. Elton Mayo and F. J. Roethlisberger
6. The functions of human resource management can be classified into two broad categories. Identify them
(i) managerial functions (ii) planning functions (iii) employment functions (iv) operative functions.
a. Only (iii) and (iv)
b. Only (i) and (iii)
c. Only (i) and (iv)
d. Only (ii) and (iii)
e. Only (iii)
7. As per Human Resource Management, ____ is not an operative function.
a. Employment
b. Organizing
c. Compensation to employees
d. Employee relations
e. Operative functions
8. Controlling involves the measurement ad rectification of activities to ensure that events confirm to plans.
Which of the following is not a way of controlling Human resource management (HR) functions?
a. Conducting exit interviews
b. Auditing training program
FOR FREE DOWNLOAD 10,000 SAMPLE MCSQ'S ON HR VISIT WWW.IBPSSPECILAISTOFFICERS.COM 1

c. Analyzing labor turnover records
d. Induction and orientation
e. Both c and d
9. Introducing a new employee to the organization, its business, its culture, its values and beliefs, and
practice and procedures, is termed as ____.
a. Placement
b. Recruitment
c. Selection
d. Induction
e. All of the above
10. As per Human Resource Management,____ is the systematic development of an employee’s knowledge,
skills and attitudes that are required to perform a given task successfully.
a. Management development
b. Performance appraisal
c. Training
d. Management planning
e. Career planning and development
11. The ____ functions involve establishing an intentional structure of the roles for the employees; it is one of
the managerial functions performed by the human resource department of a organization.
a. Employee relations
b. Organizing
c. Planning
d. Human resource development
e. Employment
12. Human resources accounting is measurement of the ____ of people organization. It helps management to
value its human resources and use it discretion and wisdom.
a. Cost and value
b. Service and cost
c. Price and value
d. Salary and incentive
e. None of them
13. Many companies believe that it is important to be lean and mean in order to service in highly competitive
markets. Which of the following concepts has become outdated in recent times?
a. World=class quality
b. Short product development cycles
c. Flexible manufacturing
d. Job security
e. Service
14. HR policies are a set of guidelines that determine the way in which employees are to be treated in the
organization. Identify the factors which an organization takes into consideration while framing its HT
policies.
a. External environment
b. Organizational culture
c. Planning
d. organizational objectives
e. all of the above
15. As per Human Resource Management, many companies believe that it is important to be lea ad mean in
order to service in highly competitive markets. Which of the following concepts has become outdated in
recent times?
a. Job security
b. Service
c. World-class quality
d. Both a and b

e. All of the above
16. As per Human Resource Management, ____ is the managerial function that involves measurement and
rectification of activities to ensure that even conform to plans.
a. HR development
b. Controlling
c. Employee relations
d. Employment
e. Directing
17. As per Human Resource Management, in the role of a/an ____, an HR specialist is responsible for ensuring
that all members of the management perform their respective roles concerned with the effective use of
human resources.
a. Consultant
b. Directing
c. Service provider
d. Executive
e. Auditor
18. As per Human Resource Management, after interviewing several applicants for the vacancies of onsite
project manager and offshore project manager at QMC limited, two candidates ____ Prakash gupta and
Ravinath Yadav were selected. Which is the step which immediately succeeds this stage in HRM?
a. Placement
b. Selection
c. Recruitment
d. Induction
e. None
19. At the end of every month, the captive BPO arm of a multinational company makes an assessment of the
strengths and weakness of it employees. What is this function of human resource development known
as?
a. Training
b. Management development
c. Employment
d. Career planning and development
e. Performance appraisal
20. As per Human Resource Management, ____ is the optimum utilization of human resources to achieve the
set goals and objectives in the business environment.
a. Strategic management
b. Strategic HRM
c. Scientific management
d. Human resource planning
e. Organizing
21. ____ refers to the “defined relationships among the elements of an organization, namely people; tasks,
structure, and information and control process that characterize all organizations’.
a. Organizational culture
b. Organizational planning
c. Organizational climate
d. Organizational structure
e. Organizational behavior
22. As per Human Resource Management, what is the nature of management interaction in the case of a
mechanistic organization?
a. Vertical
b. Responsive
c. Horizontal
d. Organization
e. Flat

23. Which of the following is not a characteristic of an organic structure?
a. Value of knowledge
b. Centralized style of management
c. Flexibility
d. Employment
e. Low level of formalization
24. As per Human Resource Management, “such organizations are characterized by rigid structures, directives
and rules and exhibit a high degree of centralization and concentration of authority”. Identify the type of
organization referred to here
a. Informal organization
b. Formal organization
c. Static organization
d. Mechanistic organization
e. Organic organization
25. As per Human Resource Management, why is it necessary for a firm to adopt an organic organizational
structure it it wants to operate effectively in a dynamic and uncertain environment?
a. High level of formalization
b. Technical methods, and duties
c. Ability to react fast and adapt easily
d. Decision making by vertical consultations rather than lateral consultations
e. All of the above
26. As per Human Resource Management, in an mechanistic organization, power and authority are vested in
the a hands of a few and tasks and duties are clearly specified. These organizations are appropriate for
____ environments.
a. Static
b. Dynamic
c. Volatile
d. Unpredictable
e. None
27. Which of the following organizational structures is characterized by a low level of formalization and
authority?
a. Vertical organizational structure
b. Horizontal organizational structure
c. Mechanistic organizational structure
d. Organic organizational structure
e. Bureaucratic organizational structure
28. A mechanistic organization has certain characteristic features. Which of these is not a feature of such an
organization?
a. Defined duties and powers associated with each function role
b. Flexibility
c. High degree of centralization
d. Defined technical methods
e. Job security
29. As per Human Resource Management, ____ is the defined set-up of roles for achievement of
organizational goals and objectives.
a. Informal organization
b. Formal organization
c. Centralized organization
d. Decentralized organization
e. All of the above
30. The selection of a tall or flat organizational structure is dependent on a number of factors. Identify the
alternative that is not one of these factors.
a. Organizational goals and competitive forces

b. Employee capabilities and needs
c. Political forces
d. Size of the firm
e. Both a and c
31. As per Human Resource Management, ____ refers to the right to give orders and the power to demand
obedience from others in the process of discharging responsibility.
a. Liability
b. Accountability
c. Responsibility
d. Authority
e. None
32. As per Human Resource Management, ____ can be defined as one’s obligation to perform the function
assigned to him/her to the best of his/her ability in accordance with directions received.
a. Liability
b. Accountability
c. Authority
d. Security
e. Responsibility
33. The formal functions in a organizational context have been classified, theoretically and historically, into
two categories. Identify the two categories.
a. Departmental and non-departmental
b. Only departmental
c. Primary and secondary
d. Strategic and functional
e. Line and staff
34. As per Human Resource Management, line managers are responsible for achieving the goals of their
respective departments through the balanced management of the HMs. Which of the following is not are
of the HMs?
a. Machine
b. Money
c. Management
d. Materials
e. None
35. The HR department as a ___ helps a designing and implementing many development activities like
training, management, development, and performance appraisal.
a. Facilitator
b. Specialist
c. Controller
d. Provider
e. Change agent
36. As per Human Resource Management, which of the following alternatives is not a function handled by the
HR personnel?
a. Motivation and grievance handling
b. Product development
c. Training and development
d. Wage and salary administration
e. Any of the above
37. As per Human Resource Management, cross-border trade agreements like GATT and WTO have helped to
remove trade barriers between countries and bridge the distance between them. Expand GATT
a. General agreement on trade and taxes
b. General agreement on tariffs and taxes
c. General agreement on traffic and trade
d. General agreement on traffic and trade

e. General agreement traffic and taxes
38. As per Human Resource Management, three categories of employees of a global company are PCNs, HCNs
and TCNs. An Indian business house uses ____ when it employs Indians in its operations in Malaysia and
____ when it employs Australians in its operations in Australia.
a. HCNs, PCNs
b. TCNs, HCNs
c. TCNs, PCNs
d. HCNs, TCNs
e. PCNs, HCNs
39. As per Human Resource Management, which of the following is not apart of the dimensions “type of
employees” of a global company, as categorized by Morgan?
a. Parent country national
b. Third country national
c. Host country national
d. Allied country national
e. None
40. As per Human Resource Management, what forms the basis of the ethnocentric approach of
internationalization or globalization?
a. Standardization
b. Decentralization
c. Customization
d. Centralization
e. Optimization
41. As per Human Resource Management, which of the following alternatives is not one of these four
strategies that firms with international operations adopt?
a. Global
b. Transnational
c. Inter-continental
d. International
e. Multi-domestic
42. Which of the following approaches to international business view the world as a “differentiated market
place” and is based on “customization”?
a. Geocentric approach
b. Polycentric approach
c. Optimization approach
d. Monocentric approach
e. Ethnocentric approach
43. According to Morgan, HRM is the interplay of three dimensions. Identify the three dimensions.
i. Human resource activities
ii. Type of employees
iii. Countries of operation
iv. Countries compensation of employees
a. I, ii, iii
b. Ii, iii, iv
c. Ii, iv, i
d. I, ii, iv
e. I, iii, iv
44. As per HRM, which of the following is definitely true in case of the polycentric approach to international
business?
a. It is based on the principle of “optimization”
b. There are hurdles in the transfer of knowledge from the parent company to the subsidiary
c. It prevents international firms from understanding and adapting to local culture
d. The relocation cost is high

e. All of the above
45. As per HRM, the ____ of a nation is a set of age old traditions and beliefs shared by the people of the
country.
a. Perception
b. Values
c. Culture
d. Nation
e. Expectation
46. Inno Wayz Technologies ltd. Plans to send 10 software professionals from India to its newly opened
software development center in Shanghai. Which of the following activities is associated with the HR
department’s services for these expatriates?
a. Pre-departure training
b. Information regarding immigration
c. Assistance on housing, medical care etc
d. All of the above
e. None of the above
47. Which of the following are the “people’s perception of how things are done in their country”?
a. Ethics
b. Beliefs
c. Culture
d. Values
e. All of the above
48. To define and differentiate cultures, who identified a set of cultural attributes such as uncertainty
avoidance, power distance, and individualism vs collectivism?
a. Henry Fayol
b. Elton Mayo
c. Geert Hofstede
d. Peter Bucker
e. Peter Drucker
49. As per HRM, which of the following affect HRM and are defined as the people’s aspirations regarding he
way things should be done.
a. Ethics
b. Values
c. Cultures
d. Perceptions
e. Beliefs
50. Why it is important for HR manager of global firms to have greater cultural awareness and tolerance?
a. To improve technical expertise
b. To inculcate cultural awareness and tolerance among employees in the organization
c. To impress the residents of the host country
d. To improve technical expertise

1. _____ defined organizational socialization as the process by which an individual acquires the attitudes,
behavior, and knowledge he or she needs to participate as an organizational member.
a. Van MaaneeJ, Edgar H Schein
b. Theodore Stmon
c. Alfred Binet
d. Stephen Robbins
e. Greet Hofstede
2. Which of the following socialization is also sometimes referred to as the ‘trial and error method of
learning?
a. disjunctive
b. Variable
c. Informal
d. Non-sequential
e. Sequential
3. Most organizations today use the collective socialization technique. Which of the following is not a reason
for its popularity over the individual socialization approach?
a. Greater case
b. Greater measurability
c. Greater efficiency
d. Greater predictability
e. None
4. The ____ socialization strategy assumes that, regardless of an individual’s age or experience, every person
starts out as the same.
a. Tournament
b. Investiture
c. Contest
d. Divestiture
e. None
5. In the ____ socialization strategy, employees are segregated on the basis of their knowledge and ability.
a. Investive
b. Divestiture
c. Tournament
d. Competitive
e. All of the above
6. The ____ socialization strategy assumes that, regardless of an individual’s age or experience, every person
starts out as the same.

a. Contest
b. Investiture
c. Divestiture
d. Tournament
e. None
7. Which of the following is definitely one of the characteristics of the variable socialization strategy?
a. It is not viable for large organizations as they are expensive both in terms of time and money
b. It tries to make new employees unlearn their knowledge and skills
c. No advance notice of transition process is given
d. A strict time schedule is laid down for the completion of the probationary period
e. All of the above
8. In ____ socialization, an individual passes through a sequence of activities in a predetermi8ned order, to
accomplish a particular target.
a. Disjunctive
b. Non-sequential
c. Serial
d. Divestiture
e. Sequential
9. In the ____ strategy of socialization, a senior or experiential employee in a similar job trains the new
recruit on the various aspects of the job.
a. Variable
b. Serial
c. Disjunctive
d. Fixed
e. None
10. The ____ socialization strategy assumes that due to common rules and norms, a district sense of solidarity
and mutual concern will develop among the employee.
a. Fixed
b. Investiture
c. Disjunctive
d. Divestiture
e. All of the above
11. As per HRM, one way to control and bring about order to an organization is to have ____ such as rules for
every more an individual makes.
a. Formal controls
b. Unwritten agreements
c. Informal regulation
d. Cultural norms
e. Formal regulations
12. When the new recruit does not have a predecessor to follow and as a result has to define his own tasks, it
is termed as the ____ process of socialization.
a. Non-sequential
b. Serial
c. Disjunctive
d. Sequential

e. Individual
13. As per HRM, companies, which have a strong culture and effective informal controls allow executives to
do more productive work by eliminating.
a. Control
b. Ambiguity
c. Adaptation
d. Innovation
e. None
14. As per HRM, the socialization strategy commonly adopted in basic military training is which of the
following/
a. Sequential socialization strategy
b. Non-sequential socialization strategy
c. Divestiture socialization strategy
d. Contest socialization strategy
e. Investiture socialization strategy
15. As per HRM, career motivation involves three aspects. Which of thefollowing is not one of the them?
a. Identity
b. Values
c. Insight
d. Resilience
e. Control
16. Which of the following is not a part of the socialization process in an organization?
a. Participating in trade fairs
b. Training employee in soft skills
c. Providing on-the-job training
d. Providing technical training
e. All of the above
17. Career ____ is the degree to which employees can cope with problems affecting their work.
a. Insight
b. Identity
c. Valves
d. Residence
e. Control
18. As per HRM, a/an ____ can be defined as a sequence of positions, roles or jobs held by one person over a
relatively long time span.
a. Career
b. Occupation
c. Profession
d. Work
e. All of the above

19. As per HRM, career____ is the extent to which employees are aware of their interest, skills and strength
and weakness, and how these perceptions relate to their careers goals.
a. Identity
b. Values
c. Insight
d. Resilience
e. Control
20. As per HRM, in managing their careers individuals with a/an ____ career anchor exhibit a strong
inclination to develop something which they can call their own.
a. Independence
b. Functional competence
c. Creativity
d. Entrepreneurial
e. Dependence
21. As per HRM, which of the following is a career path?
a. The sequence of positions, roles or jobs held by one person over a relatively longtime span
b. The extent to which employees are self-aware
c. A sequential pattern of jobs that form a career
d. The future positions that an individual strives to reach as a part of a career
e. Above all
22. As per HRM, career anchors are the basic attitudinal characteristics that guide people throughout their
careers. This concept was developed by ____.
a. Alfred Benet
b. Theodore Simon
c. Edger Schein
d. T. G. Thrust one
e. Peter Theophihis
23. The process of designing and implementing the goals, plans and strategies that enable HR professionals
and managers to satisfy workforce needs and allow individuals to achieve their career objectives is known
as ____.
a. Career option
b. Career planning
c. Career designing
d. Career development
e. Career management
24. As per HRM, individuals who have ____ as a career anchor desire to have freedom to operate, and
autonomy to take their own decisions. Further they prefer to be self-relative and do not like to be
dominated.
a. Functional competence
b. Independence
c. Entrepreneurial creativity
d. Foundations
e. Pure challenge
25. Career____ are the future positions that an individual strives to reach as a part of a career.
a. Highlights
b. Goals
c. Peaks
d. Paths

e. Mountains
26. The basic attitudinal characteristics that guide people throughout their careers are known as career ____.
a. Foundations
b. Anchors
c. Fundamentals
d. Basics
e. None
27. As per HRM, for people who prefer to remain in the same kind of job and with the same employer for life,
the dominant career anchor is likely to be which of the following
a. Need analysis
b. Opportunity analysis
c. Career counseling
d. Organizational assessment
e. Career development
28. Which of the following is not one of the basic elements of need analysis?
a. Identifying the areas that need training inputs
b. Determining the employee’s knowledge, skills, competences and attitudes
c. Ensuring that the results of the analysis are not communicated to the employee
d. Understanding that career aspirations of the employee
e. All of the above
29. As per HRM, there are several factors that pose challenges in career planning ____ is not one such factor.
a. Training opportunities
b. dual career families
c. organizational restructuring
d. work-family issues
e. above all
30. Which of the following can be defined as logical program between jobs, or form one job to a target
position?
a. Career counseling
b. Opportunity
c. Career path
d. Need analysis
e. None
31. As per HRM, which of the following is the process by which employees progress through a series of stages,
each characterized by a different set of development tasks, activities and relationships.
a. Career path
b. Career drift
c. Career plateau
d. Career development
e. Career orientation

32. There are different career developments of career management models, based on different factors, which
of the following options is not a career development model?
a. The job characteristics model
b. The organizational based model
c. The life-cycle model
d. The direction-pattern model
e. The job pattern model
33. As per HRM, which of the following can be defined as the degree of accomplishment of tasks by an
employee in his/her job?
a. Appraisal
b. Performance
c. Competence
d. Capability
e. None
34. Which of the following is usually not an objective for conducting performance appraisal in an
organization?
a. Identifying training and development needs
b. Assessing the human resource requirement
c. Rewarding performance
d. Improving performance
e. All of the above
35. The success of an appraisal system depends on several factors. Which of the following is not one of them?
a. Employee perks
b. Acceptance of employees
c. Employment
d. Organizational culture
e. Commitment of the management
36. As per HRM, a/an ____ gives an overview of the present incumbents and the prospective replacements
and forms the basis for the process of succession planning.
a. Career development cycle
b. Planned self-development model
c. Organizational replacement chart
d. Human resource information system
e. All of the above
37. According to the Indian trade unions act of 1926, the minimum number of workers required to form a
registered union is ____.
a. Hundred b. Forty
c. Fifty d. Fifteen
e. Seven
38. As per HRM, in order to obtain the maximum benefits from a performance appraisal system, the
performance standards must be linked to _____ and the competency standards to ____.
a. The appraisal, the rewards system
b. The rewards system, training and development
c. Career development; the annual increment
d. The annual bonus; job evaluation
e. Competition; self-appraisal

39. As per HRM, in service organizations like banks and hotels where the performance has a direct and
immediate impact on ____, ____ is an important tool in evaluating employee performance.
a. Competitors; self-appraisal
b. Subordinates; subordinate appraisal
c. Colleagues; peer appraisal
d. Customer; customer appraisal
e. The annual bonus; job evaluation
40. As per HRM, traditionally has been the job of the ____ with the appraise himself having no role to play in
the process. The concept has changed today and now the appraisal has a major role in the process.
a. HR manager
b. Subordinate
c. Internal auditor
d. Supervisor
e. External auditor
41. There are various traditional and modern methods of performance appraisal. Which of the following is
not a traditional method of appraisal?
a. Easy appraisal
b. Management by objectives
c. Team appraisal
d. Checklist appraisal
e. All of the above
42. As per HRM, peer evaluation is a very sensitive area as it may lead to false and unhealthy appraisals due
to ____.
a. Competition among process
b. Competition between supervisors and subordinates
c. Competition among supervisors
d. All of the above
43. As per HRM, the person who is in the best position to evaluate the performance of an assembly line
worker in a manufacturing organization would be his/her ____.
a. External appraisal
b. HR manager
c. Internal customer
d. Union official
e. All of the above
44. The main aspects of MBO are clear and well-defined goals, a definite time-span to achieve the goals, an
action plan, and finally, timely and constructive feedback. MBO stands for ____.
a. Management by ordering
b. Making business outperform
c. Management by objectives
d. Managing business organization
e. Organizational employment
45. MBO is more useful for appraising the performance of a particular category of employees. Who are they?
a. Shop floor worker
b. Clerical staff
c. Contract workers
d. Daily workers
e. Managers and professionals

46. As per HRM, which of the following method of performance appraisal, the appraiser prepares a document
analyzing and describing the performance of an employee.
a. MBO
b. Critical incident
c. Ranking
d. Essay
e. None
47. In the ____ method of performance appraisal, the appraiser makes a note of all the significant incidents
that reflect the performance or behavior of the employee during the appraisal period.
a. Balanced score card
b. Critical incident
c. Significant happening
d. Memorable performance
e. All of the above
48. As per HRM, in the ____ method of performance appraisal, the appraiser is first required to assign ranks
to different attributes of the employees and then the human resource department attaches weights to
the ranks and arrives at a final appraisal score.
a. Balanced scorecard
b. Force choice rating
c. BARS
d. Critical incident
e. Significant
49. As per HRM, alternation and paired comparison ranking methods are more suitable in situations where as
follows.
a. The employees to be appraised are shop floor workers
b. The organization structure is highly complex
c. Only a few employees have to be appraised
d. A large number of employees have to appraised
e. All employees have to be appraised.
50. As per HRM, which of the following performance appraisal, the employee’s performance is evaluated by
his supervisor his peers, his internal/external customers, his internal/external suppliers and his
subordinates.
a. 360 degree
b. All around
c. 180 degree
d. Total
e. None

1. Which of the following appraisal are particularly effective in synergizing the efforts of groups of people,
and talking their performance to higher levels.
a. Checklist
b. Team
c. Work standards
d. Forced choice rating
e. None
2. As per HRM, which of the following effect is the opposite of the leniency effect? Here the appraiser feels
that the rules and regulations of the organization are not strict enough and so be tries to be very strict in
his appraisal ratings.
a. Regency
b. Primary
c. Stringency
d. Halo
e. Privacy
3. As per HRM, which of the following effect, the most recent performance of the appraise dominates the
appraisal while the past performance is more or less overlooked.
a. Central tendency
b. Regency
c. Perceptual set
d. Primary
e. Stringency
4. As per HRM, which of the following potential error of the performance appraisal system where there is a
tendency of the appraiser to rate most of the apprises in the middle of the performance scale.
a. Central tendency effect
b. Primacy effect
c. Perceptual set
d. Halo effect
e. Regency
5. As per HRM, which of the following is a pitfall of the performance appraisal system which involves judging
an appraise based on the group to which he/she belongs and the appraiser’s perception of the group.
a. Fundamental attribution error
b. Primacy effect
c. Stereotyping
d. Perceptual set
e. Halo effect
6. As per HRM, from evaluating the performance of the employees for rewards/punishments and
development, a good performance appraisal system serves many offer purposes. These include:

a. Helping in succession planning
b. Forming the basis of transfers promotions, and other career planning activities
c. Determining the training and development needs of employees
d. All of the above
7. As per HRM, training loses its meaning if the learning is not applicable at work. This is known as the
_____.
a. Stereotyping problem
b. Transfer-of-learning problem
c. Lack-of-relevance problem
d. Stringency problem
e. Above all
8. Which of the following can be described as the process of development new knowledge, skills, attitude
and values through participation in formally organized learning situations and natural social interaction?
a. Development b. Learning
c. Socialization d. Teaching
e. None
9. As per HRM, which of the following is not one of the following steps in assuming organizational training
needs?
a. Prioritizing the tasks in meeting organizational goals
b. Identifying skills required by employees
c. Determining the organizational goals
d. Undertake appraiser training
e. Identifying the salary levels of groups of employees
10. As per HRM, which of the following takes place in the real job environment where the trainee is exposed
to actual work situation?
a. Off-site training
b. Case exercises
c. Job instruction training
d. On-the job training
e. Above all
11. Which of the following is not an advantage of the committee assignment method?
a. Improved interpersonal skills
b. Improved team management skill
c. Improved educational qualifications
d. Improved problem-solving skills
e. Improved job rotational analysis
12. As per HRM, ____ is a popular on the job training method, in which the trainee is given instructions by the
trainer while performing a job on the site and ny doubts of the trainee are cleared immediately with the
trainer.
a. Interaction training
b. Job rotation training
c. Job induction training
d. Committee assignment training
e. On-the-job training
13. As per HRM,____ is/are widely are for helping the employees understand the rules, regulations,
procedures and policies of the organization.

a. Vestibule training b. Apprenticeship
c. Job rotation d. Employment
e.Classroom lecturers
14. As per HRM, in which of the following method of on-the-job training, a group of employees is given an
actual organizational problem and asked to find a solution?
a. Job rotation b. Apprenticeship training
c. Job instruction training
d. Committee assignment
e. Job recruitment
15. As per HRM, which of the following is a form of off-the-job training, where the trainee is exposed to an
artificial work situation that closely resembles the actual work situation.
a. Job instruction training
b. Simulation exercise
c. Job rotation d. Classroom lecture
16. As per HRM, which of the following alternatives is one of the merits of the ‘case exercise’ form of
training?
a. It helps employees to learn through direct experience
b. It helps employees to develop problem solving skills
c. It helps employees to gain knowledge of the actual job situation
d. It helps employees to develop people management skills
e. All of the above
17. Which of the following is described as a method of human interaction involving realistic behavior in
imaginary situations?
a. Experimental exercise
b. Vestibule training
c. Apprenticeship
d. Role playing
e. Simulation exercise
18. As per HRM, in the following method of training, the trainee is given a series of questions after he studies
the relevant material required for the accomplishment of the job.
a. Programmed instruction
b. Simulation exercise
c. Coaching
d. Computer modeling
e. Role playing
19. Which of the following is not a benefit which can be derived from role playing as a off-the-job training
program?
a. Improving communication skills
b. Developing technical skills
c. Improving people management skills
d. Improving management skills
e. Developing relationship management skills
20. As per HRM, which of the following includes: the skills that a management development program aims to
develop?
a. Technical and managerial skills

b. Technical and people skills
c. Technical andcommunicational skills
d. Intellectual and managerial skills
e. All the above
21. As per HRM, which of the following is an important activity in any business as it helps in making a road
map for achieving organizational objectives?
a. Monitoring performance b. Training
c. Planning d. Developing
e. Communication
22. As per HRM, he/she has to deal with a large no. of people, it is necessary for a manager to develop people
management skills. Identify the skill that is not a part of people management skills.
a. Technical skills
b. Conflict management skills
c. Negotiation skills
d. Communication skills
e. Development skills
23. Which of the following is definitely not an activity performed by the manager at the group level?
a. Facilitate change process in the organization
b. Provide feedback on performance to individual employees
c. Coordinate the activities of interdependent groups
d. Establish the areas of responsibility for each group and monitoring performance
e. Above all
24. As per HRM, analytical skills help a manager to ____.
a. Co-ordinate the activities of groups of employees
b. Evaluate the available opportunities in the external environment
c. Motivate teams of employees
d. Make public representations effectively
e. Intellectual and managerial skills
25. Which of the following can be used to identify the developmental needs of the manager? They assess a
managers ability to perform a job, and identify the areas requiring development
a. HR departments
b. Test centers
c. assessment centers
d. Trainee centers
e. All the above
26. As per HRM, ____ is an on the job development method, where one manager plays an active role in
guiding another manager by providing direction, advice, criticism, and suggestions.
a. Multiple management
b. Understudy assignment
c. Coaching
d. coaching
e. job rotation
27. Which of the following methods is definitely not “on-the-job” development method?
a. Transactional analysis
c. Coaching
d. Role play

e. Multiple management
28. As per HRM,in order to survive in a ____ economy characterized by intense competition, the management
and the employees have to strive together to achieve organizational objectives.
a. Capitalist b. Closed
c. Liberalized d. Socialist
e. Industrialist
29. As per HRM, among management development methods, which of the following can be considered to be
the simplest way of presenting and explaining a series of facts, principles, and concepts?
a. Incident method b. Lectures
c. Role playing d. Coaching
e. Sensitivity training
30. As per HRM, ____is/are an inexpensive method of management development where junior managers are
allowed to attend and participate in meetings that are usually attended by middle and senior managers.
a. Business games conferences
c. Multiple Management
d. Role play
e. Incident method
31. As per HRM, a/an ____ is a ‘meeting of people to discuss a topic of common interest:
a. Interview b. Conference
c. Lecture d. Confrontation
e. None
32. Which of the following is not a area which the incident method of management development aims at
developing?
a. Social awareness
b. Practical judgment
c. Intellectual ability
d. Communication skills
e. All of the above
33. As per HRM, the basic theory behind ____ is that an individual’s personality comprises three ego states,
namely the parent, the child, and the adult ego states.
a. Sensitivity training
c. Transaction analysis
d. Multiple management
e. Incident
34. As per HRM, in the following method of management development the trainees are divided into teams
which play the role of management teams of competing firms in a stimulated situation.
a. Business games
b. Transactional analysis
c. In-basket
d. Role playing
e. None

35. As per HRM, which helps in analyzing and evaluating managing development programs by measuring the
gains from the program against its costs?
a. Cost-value analysis
b. Cost-benefit analysis
c. SWOT analysis
d. Profitability analysis
36. As per HRM, in the ____ method of evaluating jobs, a key job identified and its worth is determined.
Subsequently, the importance of each job in comparison with the representative job is determined and
then the job is ranked.
a. Single factor ranking
b. Job grading
c. Relative ranking
d. Paired comparison
e. Job analysis
37. Which of the following is the systematic process of analyzing and assessing jobs to determine the relative
worth of each job in an organization and forms the basic for designing the compensation management
system in the organization.
a. Job evaluation b .Job analysis
c. Job grading d. Job planning
e. Performance appraisal
38. As per HRM, in the job evaluation process, ____ provides(s) the basic foundation and help(s) understands
the tasks and responsibilities associated with a job and the competency set required performing tasks and
fulfilling responsibilities.
a. Job classification b. Job dimensions
c. Job analysis d. Job specification
e. The job evaluation plan
39. The basic premise of the following method is that the value of a job depends on its decision-making
requirements.
a. Decision band b. Decision grading
c. Factor comparison d. Point rating
e.none
40. As per HRM, the factor comparison method is a quantitative job evaluation technique. It is based on the
principles of two other methods used for job evaluation. The two method on which the factor comparison
method is based are ____.
a. Job classification and job grading
b. Job grading and ranking
c. Ranking and point rating
d. Decision band and point rating
e. Above all
41. Which among the following types of wages, is likely to be the highest in terms of values?
a. Minimum wages b. Maximum wage
c. Living wage d. Fair wage
e. Base wage

42. As per HRM, which of the following first central pay commission introduced the principle of’living wage’?
a. Journalists b. Government employees
c. Private sector employers
d. Agricultural workers e. none
43. Helix creative works gives more importance to the quality of work done by its employees rather than the
quantity. A basic wage plan that would be appropriate for the company is a/an ____.
a. Piece wage plan
b. Production-based pay plan
c. Time wage plan
d. Output-based incentive plan
e. All of the above
44. As per HRM, the type of wage payment system followed by the company is known as which of the
following.
a. Skill-based pay
b. Competency-based pay
c. Broadbanding
d. Production-based pay
e. Time wage plan
45. As per HRM, the ____ states that are bargaining powers of the employers and the employee determined
wage fixation.
a. Occupational wage survey
b. Employee-employee negotiation theory
c. Bargaining theory of wages
d. Time wage plan
e. Union-management balance of power theory
46. As per HRM, identify the level n the organization which is not relevant for variable compensation.
a. Activity level b. Group level
c. Manager level d. Worker level
e. Employee level
47. Ideally, under the variable compensation programs, managers are rewarded for ____.
a. Being friendly with other managers in the organization
b. Revising production targets
c. Putting in extra hours of work
d. Making innovative and creative contributions to the organization
e. Demand for executive accountability
48. As per HRM, which of the following is one such survey conducted by the government?
a. Working class family income and expenditure survey
b. Annual survey of the highest paid executives in India
c. B-schools salary survey
d. Top executive compensation survey
e. All of the above
49. Sunrise computer services ltd. Decides to promote Ravi Sharma, a software developer, to the position of
senior software developer and also pay him a bonus, for having successfully completed a very challenging
project. This is an example of a/an ___ reward.

a. Total b. Intrinsic c. Non-financial
d. Time e. Extrinsic
50. As per HRM, among the short term incentive plans, the ____ try to eliminate the limitations of time and
piece rate systems while trying to combine their merits.
a. Barth system b. Halsey plan
c. Progressive bonus d. Rowan plan
e. Deferred plan

1. An effective way to motivate employees is to give them non-monetary incentives for their performance
and contribution to the organization. Among the following which is not a non-monetary incentive.
a. A holiday for two at Singapore
b. Awards for exceptional performance
c. Increasing the employee’s annual bonus
d. Giving additional responsibility to the good performer
e. All of the above
2. Which of the following payments are made when an employee who has been employed under a
continuous contract is dismissed by reason of redundancy or is laid off?
a. Incentive b. Stock incentive
c. Severance d. Bonus
e. None
3. Which of the following is the largest known cause of occupational diseases like lung cancer and
mesothelioma?
a. Carbon monoxide b. Asbestos
c. Steel d. Carbondioxide
e. None
4. As per HRM, interest-free loans provided by companies to their employees, are an example of ____.
a. Performance-based rewards
b. Benefits c. Incentive
d. Bonus e. All the above
5. Which of the following is not an environmental hazard resulting from improper safety measures?
a. Improper atmosphere condition
b. Radiation
c. Stress
d. Noise
e. Incentives
6. What is the full form of ILO?
a. International labor organization
b. Indian legal organization
c. Indian organizational aspects
d. International legal organization
e. Indian labor organization
7. Some accidents take place as a result of defects in the machinery at the workplace. Such accidents are
attributed to which of the following errors.
a. Psychological b. Training
c. Technical d. Human
e. Above all

8. As per HRM, with respect to accidents, the states that it is an occurrence in an industrial establishment
causing bodily injury to a person, which makes him unfit to resume his duties in the next 48 hours.”
a. Explosives act,1884
b. Factories act, 1948
c. Mines act, 1956
d. Dangerous machines(regulations) act, 1983
e. None
9. Some employees in an organization are highly susceptible to human errors and tend to make a lot of
mistakes. These mistakes t lines may result in injuries and can sometime prove to be fatal. What are these
employees known as?
a. ‘accident prone’ employees
b. ‘careless’ employees
c. ‘casual’ employees
d. ‘sloppy’ employees
e. ‘regular’ employees
10. As per HRM, an unsafe working atmosphere is an organization results in accidents, causing harm to health
and well-being of the employees. Which of the following is not a cause behind such accidents?
a. Occupational hazards and risks
b. Technical errors
c. Human errors
d. Absence of proper legislation
e. None
11. Identify the factor which is not a determinant of a safety and health program to be formulated in a
company.
a. Size of the plant
b. Market share of the company’s product
c. Nature of industry
d. Production technology
e. Above all
12. A well-organized with program in an organization starts from the ____ stage itself.
a. Socialization b. Selection
c. Placement d. Recruitment
e. Induction
13. By using which of the following, repetitive strain injuries can be reduced.
a. Low-cost products
b. Eco-friendly products
c. Economic products
d. Poorly designed products
e. Above all
14. When an employee is not happy with job and when the organization does not recognize the individual’s
goals, it initially leads to which of the following?
a. Complaint b. Dissatisfaction
c. Labor unrest d. Complement

e. Grievance
15. A grievance is a sign of an employee’s discontent either with the job or with the organization. Grievance is
usually a result of a gap between employee ____ and organizational____.
a. Disappointment; expectations
b. Objectives; expectations
c. Expectations; costs
d. Expectations; rewards
e. Compensation; costs
16. In the first stage of most grievance redressal procedures. The grievance is verbally conveyed by the
employee to the ____.
a. HR representative or the designated officer
b. Supervisor or the designated officer
c. HR representative or the arbitrator
d. Supervisor or the arbitrator
17. In an unionized organization, if the grievance committee, constituted by members from both the ____
and ____, is not able to resolve the matter, the grievance is referred to the arbitrator who takes the final
decision.
a. Union, management
b. Employees, government
c. Union, department
d. Government, management
e. None
18. As per HRM, the final step in the grievance redressal procedure in unionized organizations is when the
grievance is referred to the ____, who should be acceptable to both the management and the employee.
a. Member of the board of directors
b. HR manager
c. Union leader
d. Arbitrator
e. Employee
19. As per HRM, if there is incompatibility in the goals and expectations of the management, the employees,
and the union, then grievances might result in ____.
a. Conflicts b. Lock-outs
c. Amicable settlements d. Arbitration
e. All of the above
20. As per HRM, the ____ response to a conflict involves both the parties meeting ‘halfway’ in order to reach
a commonly acceptable settlement.
a. Compromising b. Arbitration
c. Problem-solving d. Accommodation
e. Retreat
21. According to the contingency approach to conflict management, each conflict is ____.
a. Good and productive
b. Good or bad, depending on the situation
c. Bad and counterproductive
d. Good or bad, depending on its inevitability

e. Above all
22. Behavioral scientist recommends that conflicts should be ____ and ____ for the benefit of the individual
as well as the organization.
a. Subdued, eliminated
b. Uncovered, worked through
c. Aggravated, avoided
d. Suppressed, eliminated
e. Covered, worked through
23. Which of the following is the method of smoothing out difference to resolve a conflict two parties,
keeping in consideration the importance of the organization’s performance?
a. Arbitration b. Accommodation
c. Avoidance d. Meditation
e. Problem solving
24. In the method of resolving conflicts between the organization and the individual employee, one party
takes an upper hand and forces its interests and ideas into others, often using force or compulsion.
a. Withdrawal and retreat
b. Compromise
c. Win/lose
d. Problem solving
e. Arbitration
25. ____ is the conflict resolution method in which a third party intervances in the conflict, and gives a final
decision for settlement that is binding on both the conflicting parties.
a. Arbitration b. Avoidance
c. Accommodation d. Meditation
e. Win/lose
26. As per HRM, in order to motivate employees to conform to organizational rules and regulations through
positive discipline, which of the following should not be used.
a. Constructive support b. Reprimand
c. Appreciation d. Rewards
e. Enforced
27. Rajesh, works a data entry operator in a small firm. Every day he reaches office ten minutes late. This act
of mis-conduct of Rajesh can be classified as a/an____.
a. Major infraction b. Intolerable offence
c. Minor infractiond. Disciplinary action
e. Dishonesty
28. As per HRM, administering discipline, according to Mc Gregor’s red-hot stove rule, should be ____
implying that discipline should be enforced ad ensured across every employee and every situation.
a. Consistent b. Foreseeable
c. Personalized d. Immediate
e. Avoidance
29. ____ related problems, one of the major types of problems encountered in organizations, relates to
misuse of leave facilities, tardiness, and absenteeism.
a. Dishonesty b. Incongruence
c. On-the-job behavior d. Attendance
e. None

30. As per HRM, according to the ___ approach to discipline, employees are managed in such a way that
averts undesirable behavior or misconduct.
a. Punitive discipline
b. Negative feedback
c. Preventative discipline
d. Incorrect discipline
e. Correct discipline
31. An appropriate penalty for an offence and a series of increasingly serious penalties for continued
unsatisfactory performance is characteristics of ____ discipline.
a. Punitive b. Progressive
c. Positive d. Corrective
e. All of the above
32. As per HRM, in ____, the employee is laid-off from work for a short period of time and he is not paid
during this time.
a. Suspension b. Corrective counseling
c. Dismissal d. Demotion
e. None
33. As per HRM, name of the act which aimed at providing uniform and stable conditions of service by making
a set of certified standing orders binding on the employer and the employees, in every industrial
establishment.
a. Factories act, 1948
b. Model standing orders
c. Industrial employment (standing orders) act, 1946
d. Code of discipline
e. None
34. If a question arises about the application or interpretation of any certified standing order, it may be
referred by the employer, employee, or the trade union to a/an ____ established for the administration of
such procedures.
a. Indian labor conference
b. Labor court
c. Enquiry officer
d. Industrial employment act
e. None
35. Under which of the following functions, trade unions fight with employers to protect and further the
economic interests of their members.
a. Fraternal b. Social
c. Intramural d. Ancillary
e. None
36. As per HRM, trade unions provide financial and non-financial assistance to their members during sickness,
strikes, lockouts, etc as part of their ____.
a. Ancillary functions
b. Intramural functions
c. Social functions
d. Extramural functional
e. All of the above

37. As per HRM, ____ aim to demolish the prevailing structure and replace it with a new one based on the
ideals they believe in. they are not craft-conscious but class-conscious.
a. Reformist union b. Uplift unions
c. Business unions d. Guerrilla unions
e. Revolutionary unions
38. Predatory unions which do not cooperate with their employers and aim at using whatever and whoever
they can in order to achieve their goals are known as ____.
a. Uplift unions b. Guerrilla unions
c. Reformist unions d. Business unions
e. Revolutionary unions
39. What types of all the predatory unions, anarchist unions and guerrilla unions ____?
a. Political unions b. Horizontal unions
c. Revolutionary unionsd. Reformist union
e. None
40. As per HRM, the workers in ____ are experienced and work on a single trade or possess similar skills,
training and specialization.
a. Craft unions b. General unions
c. Staff unions d. Industrial unions
e. All of the above
41. The federation of eastern India cinema employees (Kolkata) and cotton mills workers federation
(Mumbai) are examples of____.
a. Staff unions b. General unions
c. Industrial unions d. Craft unions
e. Employee unions
42. The main objective of revolutionary unions is to demolish the prevailing structure and replace it with a
new one based on the ideals theybelieve in ____ is not a type of revolutionary union.
a. Predatory union b. Political union
c. Uplift union d. Hold-up union
e. Horizontal union
43. As per HRM, ____ are characterized by more developed techniques of bargaining and higher women
participation compared to the other unions.
a. Industrial unions b. Staff unions
c. General unions d. Craft unions
e. None
44. As per HRM, staff unions have attributes of both ____ unions and are based on the common need for help
and the common status of their members.
a. Guerrilla and political
b. Craft and industrial
c. Industrial and political
d. Industrial and general
e. Anarchist and hold-up

45. According to the Indian trade unions act of 1926, the minimum number of workers required to form a
registered union is ____.
a. Hundred b. Forty
c. Fifty d. Fifteen
e. Seven
46. ____ is a method which aims to exploit the advantages of the combined strength of workers in
comparison to an individual’s by representing all the workers in an organization.
a. Multiple unionism b. Mutual insurance
c. Legal enactment d. Collective bargaining
47. As per HRM,in order to survive in a ____ economy characterized by intense competition, the management
and the employees have to strive together to achieve organizational objectives.
e. Industrialist
48. According to the ____ approach ot industrial relations, most of the problems in industrial relations arise
due to the difference in perceptionand the attitudes of the management and the workers.
a. Psychological b. Human relations
c.Gandhian d. Sociological
e. All of the above
49. As per HRM, ____ is an initiative taken by the parties involved in an industrial dispute, to invite the
intervention of a third party for settlement.
a. Employee grievance redressal machinery
b. Voluntary arbitration
c. Conciliar
50. In the ____ style of management, employees look up workers as children who required careful guidance.
This style is also referred to as a ‘paternalistic’ style.
a. Exploitative authoritative
b. Consultative management
c. Participative
d. Benevolent authoritative
e. Conciliation
51. As per HRM, a ____ is constituted when an industrial dispute affects more than one statein the country or
when the firm in question operates in more than one state.
a. Labor count b. National tribunal
c. Industrial tribunal d. Conciliation
e. Court of enquiry

1. As per HRM, organizations which employ workers with levels of skills and knowledge should consider
implementing the technique of ____, which involves redesigning jobs so as to increase both their scope
and their depth.
a. Job enrichment
b. Job enlargement
c. Job sharing
d. Job rotation
e. Job analysis
2. As per HRM, based on the type of client they serve, employment agencies can be broadly classified into
three categories. Identify the alternative that is not one such a category.
a. Private agencies
b. Head hunters
c. Talent agencies
d. Public or state agencies
e. All of the above
3. As per HRM, in order to survive in a ____ economy characterized by intense competition, the
management and the employees have to strive together to achieve organizational objectives.
e. Industrialist
4. As per HRM, an effective recruitment program aims at ____
a. Aiding the recruiter by making a wide choice of candidates available
b. Optimizing the cost and time involved in recruitment
c. Attracting the best people for the job
d. All of the above
e. Only a and b
5. As per HRM, Byers and Rue defined ____ as the ‘process of seeking and attracting a pool of people from
which qualified candidates for job vacancies can be chose.’
a. Recruitment
b. Placement
c. Induction
d. Selection
e. None
6. Many organizations try and identify employees from within the organization, to be groomed to take on
higher responsibilities. This process is called internal search. Which of the following is certainly not true in
case of internal search?

a. It helps in maintaining good employee relation
b. It boosts the morale of the employees as they feel importance and valued
c. Time and resources are saved in thisprocess
d. It enables the organization to select its employed from the largest possible pool of talent
e. All of the above
7. In this method of external recruitment, the employees working with an organization recommend their
friends or acquaintances who are suitable qualified, for vacant positions in the organizations. What is this
method called?
a. Internal search
b. Advertisements
c. External search
d. Employment agencies
e. Employee referral
8. As per HRM, in India it is mandatory for any company which is not exempted, to register its vacancy
positions in the ____ which facilitate communication between the candidates they find suitable, and the
company.
a. Employment exchanges
b. Newspapers
c. Job portals
d. Private placement agencies
e. Job alerts
9. Which of the following statements is not true, in relation to employee referrals?
a. The candidate get a more realistic view of the job from the referring employees
b. Employees tend to recommend good candidates because their reputation and credibility are at stake
c. They cannot be used to fill lower and middle management positions
d. The candidates expectations from the job and the company tend to be more realistic
10. Private employment agencies do well in dynamic job markets, where companies scout aggressively for
talent, and potential candidates constantly look out for better jobs. Which type of employee recruitment
needs to private agencies usually cater to?
a. Junior level managers
b. Middle level managers
c. Top level managers
d. All of the above
11. As per HRM, “unsolicited applications” are ____.
a. Job applications that are referred by existing employees
b. Job applications that are not in response to any advertisement or announcement of vacancy
c. Job application that are rejected by the company
d. Job application that are not received by the company
e. All of the above
12. As per HRM,, among employment agencies, recruitment consultants fall in the category of which of the
following agencies.
a. Public
b. Government
c. State

d. Country
e. Private
13. As per HRM, which of the following is the most important criterion for determining the success or failure
of a recruitment program?
a. The no. of candidates hired
b. The no. of successful placements
c. The no. of applicants for the post
d. The cost involved
e. All of the above
14. As per HRM, what are the various external sources from which a company may recruit people?
i. Advertisements
ii. Employee referrals
iii. Employment agencies
iv. Educational institutes
a. I, ii, iii and iv
b. I, iii and iv
c. I,ii and iii
d. I, ii and iv
e. Ii, iii and iv
15. As per HRM, which of the following is considered to be a vital step in the employment process, where the
organization attempts to identify ‘ the right candidate for the right position’.
a. Induction
b. Recruitment
c. Selection
d. Placement
e. Above all
16. The selection process depends on a number of factors which include ____.
i. Organizational strategy and objectives
ii. Tasks and responsibilities of the job
iii. Qualification, experience and characteristics required to perform the task
iv. Recruitment methods
a. Ii, iii,iv
b. I, ii, iv
c. Only I and ii
d. Only iii and iv
e. I, ii, iii
17. As per HRM, choosing the most suitable candidate for a job from the available applicants is termed as
which of the following?
a. Selection
b. Hiring
c. Placement
d. Recruitment
e. Employing
18. As per HRM, what is the first step in the process of selection?

a. Advertising the vacancy
b. Review of the applicants
c. Encouraging the prospective employees to apply for the vacancy
d. Identification of manpower needs of the organization
e. All of the above
19. As per HRM, a selection process has how many possible outcomes some of which have a positive effect
while others have a negative effect.
a. Three
b. Five
c. Eight
d. Four
e. Six
20. After review of their applications, applicants are called for a test or an interview in order to analyze their
skill levels. These stests have to be in compliance with the ____, validated by the ____ and relevant to the
____ being offered.
a. Law; organization; job
b. Objectives; industry; organization
c. Law; candidate; job
d. Objectives; government; salary
e. Objectives; candidate; salary
21. The selection process of a company may end with a negative outcome it it recruits the wrong candidate.
Identify the costs which he company incurs in such a situation.
i. Cost of training
ii. Cost of non-performance
iii. Cost of separation
iv. Cost of re-recruiting
a. I, ii and iv
b. Ii, iii and iv
c. I, ii , iii, iv
d. I, iii and iv
e. I, ii and iii
22. As per HRM, putting a candidate through a series of interviews with representatives from the concerned
department, the human resource department and from any other department which closely works in
coordination with the job position, is normally followed while selecting people for ____.
a. Lower level management positions
b. Trainee positions
c. Entry level positions
d. Middle and senior management positions
e. All of the above
23. As per HRM, the reliability of a selection method can be measured using certain methods. Which one of
the following is not a method for measuring reliability?
a. Slit halves procedure
b. Perpendicular or vertical from method
c. Repeat or test-retest approach
d. Alternate form or parallel form method
24. Which of the following refers to the correlation between scores on a measure in the selection method
and the sources on the corresponding measure of job performance?

a. Criterion validity
b. Competency validity
c. Content validity
d. Construct validity
e. Component validity
25. As per HRM, the factors that can affect the utility of a selection method are ___.
i. Validity
ii. Generalization
iii. Job market conditions
iv. Reliability
a. I and iv
b. I and iii
c. Ii and iv
d. I, ii and iii
e. I, ii, iii and iv
26. As per HRM, which of the following is extent to which the content of a selection procedure or instrument
is representative of the important aspects of job performance?
a. Competency validity
b. Content validity
c. Construct validity
d. Criterion validity
e. All of the above
27. As per HRM,, the ____ is the most widely used and accepted device for securing information about
prospective candidates at the initial stage of the selection procedure.
a. Situational test
b. Campus interview
c. Reference check
d. Application form
e. Induction
28. The generalizability of a selection method is the degree to which its validity established in one context can
be extended to other ‘primary contexts’. Which of the following would not be a primary context?
a. Samples of people
b. Jobs or organizations
c. Job location
d. Time periods
29. Which is defined as the degree to which validity established in one context can be extended to other
primary contexts.
a. Generalizability
b. Legality
c. Specialization
d. Reliability
e. None
30. An application form complete in all respects, filled up by the person seeking the job is normally the
beginning of the selection procedure. The application is ____.
a. A description of the applicants educational and professional qualification
b. A formal record of the individual’s family status
c. A description of the applicant’s previous job experience and his skilled

d. A formal record of the individual’s appeal or intention for employment
e. All of the above
31. As per HRM, in evaluating a particular selection method, any combination of the three types of validity
(criterion, construct and content) can be used. The choice would depend on which of the following?
a. External factors and organizational factors
b. Job description and external factors
c. Job context and organizational factors
d. Organizational factors and job description
e. Job review and external factors
32. As per HRM, the ‘personal information’ provided in application form is useful in assessing ____.
a. The long term goals of the applicant
b. The strengths and weakness of the applicant
c. The previous jobs of the applicant
d. The short-term goals of the applicant
e. The socio-economic status of the applicant
33. Application forms are evaluated to analyze the information provided by the applicants and select suitable
candidates, ____ methods and ____ methods are used for evaluating application forms.
a. Observation ; clinical
b. Weighted average; weighted
c. Position analysis; weighted
d. Clinical; weighted
e. Weighted average; questionnaire
34. Which of the following help in assessing an individual’s genuine liking for a job? They are generally
inventories of the likes and dislikes of candidates in relation to work, occupations, hobbies and
recreational activities.
a. Personality tests
b. Interest tests
c. Intelligence tests
d. Aptitude tests
e. Reasoning test
35. In a/an ____ interview, experts in the relevant area test the candidate’s knowledge and understanding of
the subject and assess his expertise.
a. Group
b. Unstructured
c. In-depth
d. Stress
e. None
36. As per HRM, in the selection process, the main advantage of structured interviews is that ___.
a. It does not require advance planning
b. It gives more flexibility to the interviewer
c. There is no scope of subjectivity
d. The interaction between the interviewer ad interviewee is formal
e. All of the above
37. As per HRM, orientation helps an employee by ____.
a. Reducing his/her initial anxieties

b. Providing his/his detailed information about the organization
c. Informing him/her about personnel policies
d. Introducing him/her to his/her new coworkers
a. I, iii, iv
b. Only ii and iii
c. I, ii, iv
d. I, ii, iii
e. I, ii, iii, iv
38. Which of the following is true in case of group interviews?
a. They are used when the number of applicants is high
b. They do not use a pre-determined framework of questions
c. They reduce the time required by an employee to adapt to the organization
d. They are used when the time available is more
e. They are used to select candidates for high end technology and high still jobs
39. Which of the following alternatives would definitely not be an objective of a induction/orientation
program?
a. To make the individual feel welcome in the organization
b. To help the employee to have a better knowledge of the career opportunities available to him
c. To reduce the time required by an employee to adapt to the organization
d. To create a positive perception about the employer
40. The behavior that is expected of an individual associated with a particular job is known as ____.
a. Value
b. Duty
c. Norm
d. Placement
e. Role
41. When an employee joins an organization he has to adapt to the new work culture, work activities, co-
workers and boss, etc. this process of adaption is known as which of the following.
a. Placement
b. Recruitment
c. Induction
d. Employment
e. None
42. To understand organizational culture, one has to have a clear understanding of ____, ____ and ____.
i. Roles
ii. Structure
iii. Values
iv. Norms
a. I, ii, iv
b. Ii, iii,iv
c. I, ii,iii
d. I, ii,iv
e. None
43. The process of ‘induction’ is also known as which of the following?
a. Adaption
b. Probation

c. Introduction
d. Orientation
e. Selection
44. Which of the following can be regarded as a part of the socialization process?
a. Recruitment and selection
b. Orientation
c. Appointment
d. Placement
e. Induction
45. An employee who rejects most of the organizational norms and rules is known as a/an____.
a. Insurgent
b. Rebel
c. Radical
d. Conformist
e. None
46. As per HRM, during the socialization process, the employee experiences the realities of the new job in the
____ stage.
a. Metamorphosis
b. Pre-arrival
c. Encounter
d. Transformation
e. Meeting
47. As per HRM, different parties need to be involved in the process of socialization, if it is to proceed
smoothly. These include____.
a. Supervisors
b. Clients
c. Co-workers
d. All of the above
48. In the ____ stage of the socialization process, the employee tries to reorient himself and work towards
fulfilling organizational objectives, in accordance with organizational norms.
a. Transformation
b. Metamorphosis
c. Pre-arrival
d. Meeting
e. Encounter
49. Which of the following is not true about the process of socialization
a. Proper implementation of the socialization process ensures organization stability
b. Sociability is the sole responsibility of the HR department and the immediate supervisor
c. Socialization has an influence an employee performance
d. Socialization ensures that a new employee fits well into the organization
e. All of the above
50. The socialization process in which an employee is trained in a formal environment away from the work
group is known as ___.
a. Formal socialization
b. Divestiture socialization

c. Ceremonial socialization
d. Official socialization
e. None

1. As per HRM, which of the following is not one of the cultural attributes defined by Hofstede?
a. Performance orientation
b. Future orientation
c. Power distance
d. Uncertainty avoidance
e. Both a and b
2. As per HRM, ____ is a type of flex time in which the employee is given the freedom to opt for the start
and quit time for a particular period.
a. Flexi tour b. Part-time employment
c. Job-sharing d.Gliding time
e. Flexiplace
3. Various factors influence international HRM activities. In this context which of the following is most
dominant, has the power to rule over all the other factors, and provides the best competitive advantage
for a firm?
a. Technology changes
b. Political force
c. Corporate culture
d. Political orientation
e. Economic force
4. As per HRM, which of the following is a process that basically ensures the availability of the right number
of suitable employees in the right place at the right time to meet the organizational needs of the future?
a. Human resource planning
b. Human resource policies
c. Human resource organizing
d. Human resource procedures
e. All of the above
5. Which of the following is not a function associated with human resource planning at the corporate level?
a. Development policy
b. Welfare policy
c. Development policy
d. Grievance handling policy
6. As per HRM, human resource planning with a focus on the corporate level takes into consideration certain
macro-level factors. Identify these factors
i. Changing the market situation
ii. Strategic plans of the organization
iii. Anticipated technological changes
iv. Forecasting method
a. Only I, ii and iii
b. I, ii, iii and iv
c. Only ii, iii and iv

d. Only I, ii and iv
e. Only I, iii, and iv
7. As per HRM, “planning at this level is very crucial for the success or failure of the corporate plans and such
a plan includes management of day-to-day activities.” Which of the following planning level in the
organization is described here?
a. Corporate level planning
b. Intermediate level planning
c. Planning short term activities
d. Operations planning
e. Planning long-term activities
8. As per HRM, when is the role of an expatriate executive most crucial for an organization?
a. When the firm is expanding its operations in the host country
b. When the firm is winding up its operations in the host country
c. When a firm is setting up operations in a new market
d. When a firm has been operating for a long time in the host country
e. Both a and b
9. Which of the following statements is definitely true incase of a “centralized set-up” of an organization?
a. The decision-making power is vested in the host country
b. The parent/corporate office retains the authority to make the important decisions
c. The parent company and subsidiary take important decisions jointly
d. Most of the important decisions are taken by the subsidiary
e. All of the above
10. Compensation management is an important HRM activity, which of the following is not a function
associated with compensation management?
a. Ensuring proper valuation of benefits enjoyed by employees ad expatriates
b. Following a principle of equity in compensation
c. Providing adequate opportunities to local people
d. Ensuring employees derive maximum tax benefits
e. Providing adequate opportunities to non-local people
11. Which of the following alternatives is not one of the objectives of human resource planning?
a. Developing contingency plans to handle sudden requirements and situations of the shortfall
b. Optimizing staffing in the organization
c. Recording and storing information regarding the employees and their jobs
d. Forecasting the turnover rates
e. All of the above
12. As per HRM, an SBU is a single business or a collection of business that is independent and formulates its
own strategy. Expand SBU.
a. Sample business unit
b. Single business unit
c. Strategic business unit
d. Self-sufficient business unit
e. Sole business unit
13. In terms of scope, the human resource planning function primarily involves planning for ____.
a. Temporary needs
b. Permanent needs
c. Industry needs
d. Long-term needs

e. Short-term needs
14. As per HRM, what aspects are mentioned in the following human resource inventory?
a. Skill sets proficiency
b. Domain knowledge
c. Educational qualification
d. All of the above
e. None
15. As per HRM, which of the following enables easy access to and storage of information regarding
employees, jobs, their qualification competencies, training, needs and information like their leave
balance, which have implications on day-to-day working?
a. International HRM
b. Job analysis
c. Inventory report
d. The human resources information system
e. All of the above
16. In which method of managing surplus man power do workers operate in shorter shifts and take home
correspondingly lower salaries and dedicated workers even during the slack period?
a. Work sharing
b. Attrition
c. Loaning
d. Lay-off
e. None
17. As per HRM, for an organization with a deficit of manpower there are various sources of ____. Besides, it
is comparatively easier to handle a situation of ____ in manpower.
a. Demand surplus
b. Supply, deficit
c. Demand, supply
d. Demand deficit
e. Supply surplus
18. The SouthAsian Bank has declared a voluntary retirement scheme for its employees. What is one of the
basic objectives of such an initiative?
a. Downsizing
b. To prevent stagnation of managerial employees
c. To temporarily lay-off employees
d. To make some jobs redundant
e. All of the above
19. As per HRM, which of the following is the separation of employees from an organization, due to
resignation, retirement etc., in which the organization does not have a direct role to play.
a. Work sharing
b. Golden handshake
c. Natural attrition
d. Voluntary retirement
e. None

20. As per HRM, which method is used by firms to avoid the problems dealing with periodic changes in the
requirement for manpower?
a. Sabbatical
b. Outsourcing
c. Outplacement
d. Recruitment
e. Lay-off
21. Job analysis benefits human resource planning, recruitment and selection, compensation management
and performance appraisal. Identify the end results of a job analysis that form the basis for recruitment
and selection.
a. Job description or job specification
b. Job design or job specialization
c. Job description and job classification
d. Job classification or job specification
e. Job review or job classification
22. As per HRM, how does job analysis help in the training process?
a. It provides the parameters on the basis of which post-training evaluation is done
b. It determines the parameters on the basis of which the training schedule is developed
c. It provides the parameters on the basis of which training need are identified
d. It provides the parameters on the basis of which pre-training evaluation is done
23. As per HRM, job analysis is the recording of all activities involved in a job and the skill and knowledge
requirements of the performance of the job. What is it also known as ?
a. Job specification orjob description
b. Job classification or job specification
c. Job review or job design
d. Job review or job classification
e. Job classification or job design
24. “According to this approach to job design, the basic characteristic a job should be: a little changeling and
demanding, variety and novelty, social support and recognition, desirable future, decision making
authority and correlation with social lives.” Which of the following approach referred to here?
a. Engineering approach
b. Human relations approach
c. Sociotechnical approach
d. Job classification approach
e. Job characteristics approach
25. As per HRM, the type of flex time arrangement in which an employee is required to complete 40 hours
per week but the number of hours in a day may be variable is known as ____.
a. Gliding time b. Variable time
c. Flexitour d. Compressed work week
e. Flexiplace

26. As per HRM, position analysis questionable is a standard method of job analysis that describes jobs in
terms of worker activities. Who developed this method of job analysis?
a. Burn and stalker
b. Earnest J. McCormick
c. Peter stanly
d. John Flanagan
e. Geert Hofstede
27. Which of the following is a complete list of competencies and qualifications required to match the job
descriptions?
a. Job specification
b. Job review
c. Job design
d. Job analysis
e. Job description
28. For jobs that are not repetitive and are quite complicated, it becomes very cumbersome and difficult to
make note of observations under the method of job analysis. Which of the following methods helps to
tackle this problem?
a. Critical incident technique
b. Split-halves procedure
c. Selection test
d. Partial incident technique
e. Work sampling
29. As per HRM, total type of method of job analysis that involves gathering all the job related information
from “experts” _ usually supervisors _ and not the job incumbents.
a. Dairy method
b. Group interview method
c. Observation method
d. Technical conference method
e. Critical incident technique
30. In additional to some traditional and generic techniques, there are some formalized job analysis methods,
which are highly specialized and sue standardized statements and terminology. Which of the following is a
relatively simpler and traditional method?
a. Functional job analysis
b. Motion and time study
c. Position analysis questionnaire
d. Critical incident technique
e. All of the above
31. As per HRM, under functional job analysis the work function of any job can be categorized under three
heads. Which of the following is not one of them heads?
a. Techniques
b. Things
c. Data
d. People
e. All of the above

32. As per HRM, what is the PAQ dimension that is characterized by activities that involve considerable
movement of the entire body or major parts of it and by work settings like those found in factories and
shop?
a. Performing skilled activities
b. Operating vehicles/equipment
c. Functional job analysis
d. Position analysis questionnaire
e. Being physically active, and related environmental conditions
33. Which of the following methods are generally used to collect and compile information on ‘critical
incidents’ as part of job analysis using the critical technique?
i. Technical conference
ii. Interviews
iii. Observation
iv. Questionnaires
a. Ii and iv
b. Ii and iv
c. I and ii
d. I and iv
e. Ii and ii
34. Job description is an end product if job analysis which describe in detail various aspects of a job. Which of
the following is not such an aspect?
a. Work environment
b. Responsibilities of the job
c. Physical specification
d. Functional job analysis
e. Tasks involved un the job
35. As per HRM, which of the following methods of job analysis is limited to jobs performed by a limited
number of people and is rarely applicable to routine, lower level jobs in an organization?
a. Functional job analysis
b. Critical incident technique
c. Group interview method
d. Position analysis questionnaire
e. None
36. Behaviors in specific situations contribute to the success or failure of individuals or organizations. Which
of the method of job analysis focuses on this aspect?
a. Critical incident technique
b. Position analysis questionnaire
c. Technical conference method
d. Functional job analysis
e. Group interview method
37. As per HRM, a well-planned and well executed job analysis exercise results in many effective tools for the
HR function. What does the tool “job identification” refers to?
a. Education and experience required by the job
b. Title of the job and the code number
c. Duties and responsibilities of the job
d. Explanation of how a job is done
e. All of the above

38. As per HRM, which one of the following is not a behavioral specification in a job specification?
a. Ability to be authoritative
b. Ability to interpret data
c. Ability to make judgments
d. Ability to undertake research
e. Ability to employment
39. As per HRM, what is autonomy or the authority that the job holder enjoys in planning and organizing the
work attached to the job known as?
a. Job authority
b. Job review
c. Job scope
d. Job depth
e. Job content
40. As per HRM, ____ is the process of structuring work and designating the specific activities at individual
and group levels.
a. Job specification
b. Job analysis
c. Job identification
d. Job description
e. Job design
41. As per HRM, how many major components have job design?
a. Four
b. Three
c. Two
d. One
e. None
42. As per HRM, what are the two major components of job design?
a. Job description and job specification
b. Job content and job depth
c. Job content and job specification
d. Job specification and job depth
e. Job depth and job description
43. Job design is an important aspect of human resource management as the structure of work, the activities
to be performed, and the responsibilities attached to a position are the determinants of employee____.
a. Productivity and satisfaction
b. Efficiency and effectiveness
c. Authority and accountability
d. Perception and performance
e. All of the above
44. The engineering approach to job design often led to ‘over specialization’ which had several demerits.
Identify the alternative that is not a demerit of overspecialization.
a. No end product
b. Repetition
c. Mechanical pacing
d. Excessive social interaction
e. None

45. According to job characteristics mode, ____ is the degree to which the job provides freedom and
discretion to the employee in scheduling work and in determining the pace and the process.
a. Task significant
b. Autonomy
c. Task identity
d. Feedback
e. Skill variety
46. As per HRM, according to the job characteristics model, what is the importance of task and the degree to
which the job makes an impact on the lives or work of other people.
a. Skill variety
b. Autonomy
c. Productivity
d. Task significance
e. Task identity
47. According to Herzberg’s theory of motivation, job satisfaction/dissatisfaction are affected by two factors –
‘motivator needs/factors’ and “hygiene needs/factors’. According to this theory, hygiene needs
reflect____.
a. Job context and higher-level needs
b. Job context and lower-level needs
c. Job context and higher-level needs
d. All of the above
48. As per HRM, according to the job characteristics model, ____ is the degree to which the job requires
completion of a work from the beginning to the end, so that the output is a complete piece of work.
a. Autonomy
b. Motivation
c. Task significance
d. Skill variety
e. Task identity
49. As per HRM, which of the following involves increasing the length and hence the operating time each
cycle of work for the job holder.
a. Job sharing
b. Job enrichment
c. Job enlargement
d. Job rotation
e. Job context
50. According to the job characteristics theory proposed by Hackman and Oldham, which of the following
factors should be integrated into job design?
i. Job security
ii. Motivation
iii. Satisfaction
iv. Productivity
a. Only I, iii and iv
b. Only ii, iii and iv
c. Only ii, and iv
d. Only i, ii and iv
e. Only I, ii and iii

HRM Entrance Model Paper

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Similar to HRM Entrance Model Paper

Similar to HRM Entrance Model Paper (20)

Recently uploaded

Recently uploaded (20)

HRM Entrance Model Paper