HRM MCQs Quiz Multiple Choice Questions & Answers

1. Why has the bureaucratic form of organisation been fundamentally questioned?

1. The pressures of globalisation have rendered it unsuitable.
2. Organisations are experiencing acute pressure to change and pursue innovation as a means of securing business growth.
3. Organisations have grown so large that it is almost impossible to create an effective bureaucracy to manage them.
4. Information Technology has made it redundant.

2. What are the main aims of Employee Assistance Programmes?

1. To alter the organisational culture
2. To address team and individuaf performance and well-being in the workplace
3. To focus the attention Of employees to the power structures of an organizationd.
4. To establish effective methods of care and support for everyone in anorganization

3. Why are employers interested in employee engagement?

1. To encourage employees to trust their managers
2. To make a quick profit
3. Because engaged employees are more motivated and prepared to give of their best to make the firm succeed
4. To make employees work harder for less

4. The main challenge for modern organisations is:

1. To remain ahead of the talent developments in the market
2. To retain the talent they have to realise that talented people are the real wealth of theorganisation
3. To find ways to poach talent wherever they can find it
4. none of the above

5. Most organisations for Talent Management

1. Will have the same skills requirements for jobs in the future as jobs do notchange much
2. Experience a more disengaging workforce who are less loyal
3. Are effective in measuring performance and productivity
4. Have effective and pro-active talent management strategies

6. According to the Leitch Review of Skills (2006), the ability of firms to succeed in the face ofgrowing international competition depends increasingly on;

1. Work culture
2. Relaxed legal system
3. Good infrastructure
4. Skilled labour

7. In which decade did HRM originate?

1. 1950s
2. 1970s
3. 1980s
4. 1990s

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

1. 9-5 working hours
2. The reduction in distinctions between standard and unsocial hours or standard and extra hours
3. Premium rates for unsocial hours
4. The voluntary agreement of unsocial hours working

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

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

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

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

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

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

12. Benefits of Talent Management include:

1. A reduction in the recruitment cycle
2. Creating a competitive advantage
3. Improved client relations and retention
4. (b) and (c)

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

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

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

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

15. Trends in TalentManagement include:

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

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

1. Analyse operating conditions
2. Design training
3. Deliver on timeEvaluate customer feedback

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

1. Arlie Hochschild
2. Stephen Fineman
3. David Sims
4. Yiannis Gabriel

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

1. Attracting applicants
2. Separating employees
3. Retaining employees
4. Motivating employees

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

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

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

1. business strategy
2. marketing strategies
3. finance strategy
4. economic strategy

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

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

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

1. Capitalist
2. Land owners
3. Human Resources
4. Consumers

23. Management function arises as a result of:

1. Consumer preferences
2. Abundance of capital
3. Expansion of industry
4. Shortage of labour

24. To achieve goals organisations require employees:

1. Control
2. Direction
3. Commitment
4. Cooperation

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

1. Coordination
2. Communication
3. Human Resources
4. Discipline

26. Boundary crossing is an activity that

1. Creates internal organisational conflict between different departments as they compete togenerate new practices
2. Occurs when organisations advance into new areas of the market
3. 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

27. organisation relies on the following sources of capital

1. cultural, human and system capital
2. social, cultural and human capital
3. cultural, human and source capital
4. none of the above

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

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

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

1. Direction
2. Strategy
3. Recruitment
4. Decision-making

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

1. Downsizing and Layering
2. Expanding and Layering
3. Downsizing and Delayering
4. Expanding and Delayering

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

1. Effectiveness
2. Economy
3. Efficiency
4. Performativity

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

1. Efficient utilisation of human resources
2. Attracting the best human resources
3. Providing the best possible training
4. All of the above

33. The human resource management functions aim at

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

34. Demand for human resources and management is created by

1. Expansion of industry
2. Shortage of labor
3. Abundance of capital
4. Consumer preferences

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

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

36. Which activities are not associated with workforce planning?

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

37. Strategic management process usually consists of ……………… steps

1. Four
2. Five
3. Six
4. Seven

38. Which of the following is NOT a common criticism of using personality tests in selection?

1. Good performers in the same job may have different personalities
2. There are no reliable instruments with which to assess personality
3. An individuals personalitycan vary with circumstances
4. Candidates can fake the answers, so giving a misleading impression

39. One of the components of corporate level strategy is:

1. growth strategy
2. portfolio strategy
3. parenting strategy
4. all of the above

40. Treating employees as precious human resources is the basis of the approach.

1. hard HRM
2. soft HRM
3. medium HRM
4. none of the above

41. Creating an environment that facilitates a continuous and two-way exchange of information betweenthe superiors and the subordinates is the core of:

1. High involvement management model
2. High commitment management model
3. High performance management model
4. none of the above

42. Deployment of which resource is difficult to master

1. Human
2. Land
3. Capital
4. Natural

43. Which of the following statements most accurately defines human resource management?

1. human resource management contributes to business strategy and plays and important role inthe implementation of business strategy
2. human resource management is an approach to managing people
3. human resource management seeks to achieve competitive advantage through the strategicdeployment of a highly committed and capable workforce, using an integrated array ofcultural, structural and personnel techniques
4. human resource management focuses on people as the source of competitive advantage

44. Which of the following lists is comprised of support activities?

1. Human resource management, information systems, procurement, and firm infrastructure
2. Customer service, information systems, technology development, and procurement
3. Human resource management, technology development, customer service, and procurement
4. Human resource management, customer service, marketing and sales, and operations

45. Talent management is:

1. In essence about a contract between the organisation and the employee
2. Also taking into account other factors that unlock value in the business
3. A combination of hard and soft issues (including the psycho-social contract) and taking the new economy into account (i.e. the knowledqe-based economy)
4. all of the above

46. The difference between human resource management and personnel management is:

1. Insignificant
2. Marginal
3. Narrow
4. Wide

47. Which selection method remains the most used by organisations?

1. Interviews
2. Ability tests
3. References
4. A trial period

48. Which of the following is not a recruitment technique?

1. Interviews
2. performance appraisal
3. psychometric testing
4. ability tests

49. Which of the following is NOT true of the activity known as job analysis?

1. it aims to describe the purpose of a job and the conditions under which it is performed.
2. the job elements are rated in terms such as frequency of use or amount of time involved c.the rate of pay for the job is fixed
3. jobs are broken into elements such as information or relations with other people

50. What is the major problem with the theorizing of strategic IHRM?

1. It becomes obsolete very quickly as change occurs so fast
2. It is biased towards western ideas
3. It tends to offer a highly idealised pe.rspective on strategy formulation
4. It fails to incorporate conflict