HRM MCQ Multiple Choice Questions Answers for Practice

Q: 2. What kinds of practices outlined below are typically associated with non-standard working and flexibility?

Correct Answer is: The reduction in distinctions between standard and unsocial hours or standard and extra hours

Q: 3. Key factors in skills development and talent management are:

Correct Answer is: Both (a) and (b)

Q: 4. The balanced scorecard proposes that organisational success depends on:

Correct Answer is: an ability to develop a complete list of cause and effect relationships driving a firms success

Q: 5. Which statement best describes 360 degree feedback? It is:

Correct Answer is: a system where feedback on any individual is derived from peers, subordinates supervisorsand occasionally, customers

Q: 7. Which of the following would not form part of a flexible reward package?

Correct Answer is: Please check the page for the answer.

Q: 8. What is a communities of practice approach to organisational learning?

Correct Answer is: An approach that focuses on the values, beliefs and norms of a social group

Q: 9. Trends in TalentManagement include:

Correct Answer is: all of the above

Q: 10. Which of the stages below are part of the Systematic Training Cycle?

Correct Answer is: Design training

Q: 11. The term emotional labour is associated with which author?

Correct Answer is: Arlie Hochschild

Q: 12. Which one is not the specific goal of human resource management?

Correct Answer is: Separating employees

1. In which decade did HRM originate?

1950s
1970s
1980s
1990s

2. What kinds of practices outlined below are typically associated with non-standard working and flexibility?

9-5 working hours
The reduction in distinctions between standard and unsocial hours or standard and extra hours
Premium rates for unsocial hours
The voluntary agreement of unsocial hours working

3. Key factors in skills development and talent management are:

A broad definition of talent to ensure inclusivity and
Finding a balance between staff development and making staff more employable
Compliance with the EE Act
Both (a) and (b)

4. The balanced scorecard proposes that organisational success depends on:

a focus on only the internal environment of the organization
a constantly changing external environment
the belief that it is impossible to take a rationalist view of the organisation to make optimal choices
an ability to develop a complete list of cause and effect relationships driving a firms success

5. Which statement best describes 360 degree feedback? It is:

a method used to appraise employees
a system where managers give feedback to all their staff
a system where feedback on any individual is derived from peers, subordinates supervisorsand occasionally, customers
a development tool

6. Benefits of Talent Management include:

A reduction in the recruitment cycle
Creating a competitive advantage
Improved client relations and retention
(b) and (c)

7. Which of the following would not form part of a flexible reward package?

ability to buy and sell leave days
non-pay items such as child care vouchers
cafeteria benefitsperformance-related pay

8. What is a communities of practice approach to organisational learning?

An approach that focuses on practising best practice
An approach that focuses on the values, beliefs and norms of a social group
An approach that focuses on the skills embedded within the group
An approach that has a clear set of defined practices to use in all situations

9. Trends in TalentManagement include:

An increase in post-high school training and education in the future
Management and leadership skills are seen as most valuable to modern and competitiveorganisations
Teaching jobs are very difficult to fill
all of the above

10. Which of the stages below are part of the Systematic Training Cycle?

Analyse operating conditions
Design training
Deliver on timeEvaluate customer feedback

11. The term emotional labour is associated with which author?

Arlie Hochschild
Stephen Fineman
David Sims
Yiannis Gabriel

12. Which one is not the specific goal of human resource management?

Attracting applicants
Separating employees
Retaining employees
Motivating employees

13. Why is job analysis so infused with organisational politics?

Because it is a process which could lead to contraction of employees in a department and therefore diminishing its power base
A result of interdepartmental rivalry
Because it is not an objective activity
Because it is a process through which companies try to shed labour

14. In strategic human resource management, HR strategies are generally aligned with:

business strategy
marketing strategies
finance strategy
economic strategy

15. How can HRM help to build successful cross-border alliances?

By ensuring that organisations spend 25% of their budgets on cross-border alliances
By ensuring that a strategy is in place before embarking on a cross-border alliance
By ensuring that organisations export their ideas to other societies and cultures
By ensuring that international joint ventures are staffed by high-quality managers

16. People cast in the role of contributors to production are called …………….

Capitalist
Land owners
Human Resources
Consumers

17. Management function arises as a result of:

Consumer preferences
Abundance of capital
Expansion of industry
Shortage of labour

18. To achieve goals organisations require employees:

Control
Direction
Commitment
Cooperation

19. Quality- oriented organisation primary concern centers around ………………

Coordination
Communication
Human Resources
Discipline

20. Boundary crossing is an activity that

Creates internal organisational conflict between different departments as they compete togenerate new practices
Occurs when organisations advance into new areas of the market
Undermines the integration of an organisation through the breakdown of the departmental boundaries.Is focused upon achieving internal organisational integration between various organisational roles and units in order to generate creativity and synergy

21. organisation relies on the following sources of capital

cultural, human and system capital
social, cultural and human capital
cultural, human and source capital
none of the above

22. The critical role of the SHRM Application Tool is to:

develop a better strategic management process to deal with the dynamic changing environment todays organisations face
identify if the organisation has enough staff, if the staff need training, if the compensation practices are appropriate, and if jobs are designed correctly
identify and assess a narrow group of actions and plan how the organisation can overcome resistance to change
outline techniques, frameworks, and six steps that must be followed to effectively implement change in an organization

23. Procedures provide for an important element of consistency in managerial?

Direction
Strategy
Recruitment
Decision-making

24. What measures are typically involved in the rationalising of businesses?

Downsizing and Layering
Expanding and Layering
Downsizing and Delayering
Expanding and Delayering

25. Human Resource Management aims to maximise employees as well as organisational

Effectiveness
Economy
Efficiency
Performativity

26. Which of the following is closely associated with strategic human resource management?

Efficient utilisation of human resources
Attracting the best human resources
Providing the best possible training
All of the above

27. The human resource management functions aim at

ensuring that the human resources possess adequate capital, tool, equipment and material to perform the job successfully
helping the organisation deal with its employees in different stages of employment
improving an organisations credit worthiness among financial institutions
none of the above

28. Demand for human resources and management is created by

Expansion of industry
Shortage of labor
Abundance of capital
Consumer preferences

29. How does the selection of an international assignee usually take place?

Formal interview process with internal staff.
Informal discussion based on chance conversations with internal staff.
Informal discussion between each member of a specific team.
Formal recruitment process that includes internal and external candidates

30. Which activities are not associated with workforce planning?

Forward planning reviewing internal and external labour supply
Assessing capability of workforce to develop any requisite skills
Time keeping
Identifying areas where recruitment will be needed

Human Resource Management (HRM) Multiple Choice Questions (MCQs) are essential for students and exam aspirants looking to test and enhance their understanding of HR concepts and practices.

About HRM MCQ Questions

HRM MCQs cover a wide range of topics, including recruitment and selection, performance management, employee relations, and compensation. These questions are designed to help you grasp the fundamental and advanced concepts of HRM, ensuring a comprehensive understanding of the subject.

Why Practice HRM Objective Questions?

Practicing HRM objective questions offers several benefits. It helps students prepare for school and college exams, competitive exam aspirants to enhance their knowledge, and interview candidates to showcase their expertise. Regular practice improves your problem-solving skills, boosts confidence, and ensures you are well-prepared for any HR-related assessments.

Who Should Use These MCQs?

Students preparing for school or college exams
Competitive exam aspirants
Candidates preparing for interviews