HRM (Human Resource Management) MCQ Questions and Solutions with Explanations | Management
HRM (Human Resource Management) MCQ Questions and answers with easy and logical explanations. Management provides you all type of quantitative and competitive aptitude mcq questions with easy and logical explanations. HRM (Human Resource Management) MCQ is important for exams like MAT, CAT, CA, CS, CMA, CPA, CFA, UPSC, Banking and other Management Page-2 section-11
Each section contains 100 MCQs on
Human Resource Management (HRM) .
Which of the following statement is true?
1. The design of a job reflects the organisational, environmental and behavioural demand placed on it.
2. The design of the jobs provides individual employee's full responsibility for groups of a accounts.
3. Poorly designed jobs not only lead to low productivity, but they can also cause employee turnover, absenteeism, complaints, sabotage, unionisation, resignations and other problems.
4. Organisational elements of job design are concerned with efficiency.
Option A: graphic rating scale method
This option suggests that a rating scale which enlists traits and performance values is called the graphic rating scale method. This statement is correct. The graphic rating scale method is a performance appraisal method where an employee’s performance is rated along a scale that includes both traits and performance values. This method is commonly used to evaluate an employee’s performance based on specific characteristics and behaviors.
Option B: management by objectives
This option suggests that the rating scale is called management by objectives. This statement is incorrect. Management by objectives (MBO) is a performance appraisal method where specific objectives are set collaboratively for the organization, departments, and employees. Performance is then measured based on the achievement of these objectives, rather than through a trait-based rating scale.
Option C: alternation ranking method
This option suggests that the rating scale is called the alternation ranking method. This statement is incorrect. The alternation ranking method is a performance appraisal method where employees are ranked in order of performance from best to worst. This method does not involve a scale of traits and performance values.
Option D: in-house development <
This option suggests that the rating scale is called in-house development. This statement is incorrect. In-house development refers to the development of employees’ skills and competencies through internal training and development programs. It is not a method of performance appraisal involving a rating scale.
Conclusion:
The correct answer is Option A: graphic rating scale method because this method involves a rating scale that enlists traits and performance values to evaluate an employee’s performance.
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Assertion (A): Organisational policies set to achieve uniformity, economic, public relations benefits or other objectives that one sometimes unrelated to recruiting. Reason (R): Promote from within policies are intended to give present employees the first opportunity for job openings.
Which of the following statements are true/false?
1. Training is a short-term educational process and utilising systematic and arganised procedures by which employees learn technical knowledge and skills for a definite purpose.
2. Training bridges the difference between job requirements and employee's present skills and abilities.
3. Training facilitates manpower planning.
Which of the following statements are correct with regard to FJA?
1. FJA was postulated by Sidney A Fine.
2. The foundation behind FJA is that jobs must be well defined in terms of the interaction between the task, the individuals responsible for accomplishing the task and the environment in which the task is to be performed.
3. FJA asks employees for specific examples of on-the-job behaviour that demonstrates both high and low levels of performance.
4. In FJA, the experts make judgements about the content of job.
Arrange the steps in manpower planning in the order in which they occur
1. identifying sources of manpower supply
2. manpower forecasting
3. determining manpower requirements
4. manpower invently
5. selection
6. recruitment
7. placement
