Conquering HR exams? Sharpen your skills with a free downloadable PDF packed with HR MCQ, HR multiple choice questions and their answers!
Whether you’re prepping for a professional certification or an internal HR promotion, this comprehensive study guide will test your knowledge on various HR functions like recruitment, performance management, and compensation.
HR MCQ Questions with answers
1. Grid theory makes behaviors as tangible and objective as any other ___.
a. Corporate asset
b. Corporate commodity
c. Good will
d. Organization
Answer: b. Corporate commodity
2. The Managerial Grid Model (1964) is a behavioral leadership model developed by___
a. Robert Blake and Jane Mouton
b. Pascal and Robbins
c. David peter and Jerry Young
d. Maslow and Taylor
Answer: a. Robert Blake and Jane Mouton
3. ___ assumes that the capacity for leadership is inherent – that great leaders are born not made.
a. Great Man theories
b. Leadership theories
c. Managerial grid Theories
d. Motivation & achievement Theory
Answer: a. Great Man theories
4. Group decision-making is helpful in gaining ___ and ___.
a. Coordination, Team work
b. Motivation, achievement
c. Success, objectives
d. Acceptance, commitment
Answer: d. Acceptance, commitment
5. ___ insulate the individual from a hostile work environment
a. Formal group
b. Informal group
c. Work group
d. Project team
Answer: b. Informal group
6. Persons interacting with a ___ are protective, dogmatic, evaluative and righteous.
a. Ethics
b. Attitude
c. Parent Ego
d. Adult ego state
Answer: c. Parent Ego
7. ___ feels that ‘a group consists of two or more persons who share norms about certain things with one another and whose social roles are closely interlocking.
a. New manager
b. New Employer
c. Newcomb
d. New work group
Answer: c. Newcomb
8. A ___ is an outside third party who is brought in to settle a dispute, and he or she has the authority to make a decision.
a. HR Consultant
b. Arbitrator
c. Recruitment agencies
d. None of above
Answer: b. Arbitrator
9. A grievance should be dealt within the limits of ___.
a. IR manager
b. HR manager
c. First line manager
d. General Manager
Answer: b. HR manager
10. ___ is usually thought of in connection with a company that deals with a labour union
a. First line manager
b. Grievance machinery
c. IR manager
d. Hr manager
Answer: d. Hr manager
11. The clearest opportunity for settlement is found at the ___, before the grievance has left the jurisdiction of the manager
a. Second stage
b. First stage
c. Last stage
d. Initial stage
Answer: b. First stage
12. The ___ states that complaints affecting one or more individual workers in respect of their wage payments, overtime, leave, transfer, promotion, seniority, work assignment, and discharges would constitute grievances.
a. National commission of Labour
b. National Union labour
c. National committee of Labour
d. National commissioner labour
Answer: a. National commission of Labour
13. The ___ elements in managing employees are more challenging as compared to the physiological ones.
a. Physiological
b. Psychological
c. Behavioral
d. Super natural
Answer: b. Psychological
14. Human relations seek to emphasise ‘___’ aspects of work rather than technical or economic aspects.
a. Lanour union
b. employer
c. Employee
d. Work environment
Answer: c. Employee
15. ___may not be able to perform their roles or tasks in work groups in a competent manner.
a. Experienced Employee
b. New hires
c. Inexperience employees
d. Retired employees
Answer: c. Inexperience employees
16. The culture is highly ___in character.
a. effectible
b. Authoritarian
c. dynamic
d. rigid
Answer: b. Authoritarian
17. There was exponential growth in employment both ___ as well as ___.
a. Directly, indirectly
b. Business, Functional
c. Strategic , Forecasted
d. Internally, externally
Answer: a. Directly, indirectly
18. The Madras Labour Union was organized in…………..
a. 1980
b. 1918
c. 1908
d. 1978
Answer: b. 1918
19. For lack of ___, the workers cannot and do not have any say in their jobs or working conditions.
a. Training
b. Induction
c. Job opportunity
d. None of above
Answer: c. Job opportunity
20. Anticipating manpower problems by projecting present resources into the future and comparing them with the forecast of requirements to determine their adequacy, both ___.
a. Traditionally and Modernly
b. Demand and supply
c. Training and Development
d. Quantitatively and qualitatively
Answer: d. Quantitatively and qualitatively
21. To ___against the plan and keep the top management informed about it; and
a. Control and implement standard
b. Monitor and measure performance
c. Forecast and Formulate plans
d. None of above
Answer: b. Monitor and measure performance
22. To ___for effective manpower and organizational planning.
a. Collect and summarize data
b. Develop
c. Provide the research necessary
d. Create pool of talented employee
Answer: c. Provide the research necessary
23. A ___ contains data about each employee’s skills, abilities, work preferences and other items of information which indicate his overall value to the company.
a. Application pool
b. Skill inventory
c. Personal information data base
d. HR data base
Answer: b. Skill inventory
24. Manpower planning is also needed in order to identify areas of ___ personnel or areas in which there is a ___ of personnel.
a. HRP, HRM
b. Source, recruitment
c. Demand, supply of labour
d. Surplus, shortage
Answer: d. Surplus, shortage
25. ___ provides the basic premises on which the manpower planning is built.
a. Forecasting
b. Planning
c. Management
d. Selection
Answer: a. Forecasting
26. In most instances, the jobs are posted on___, though some carry listings in the company newspapers.
a. Website
b. Newspaper
c. Notice board
d. Job portal
Answer: c. Notice board
27. ___is probably the most widely used single method of selection.
a. Psychological test
b. Physical test
c. Interviewing
d. Promotion
Answer: c. Interviewing
28. ___cover the complete life history of the applicant.
a. Depth interview
b. Stress interview
c. Structured interview
d. Unstructured interview
Answer: a. Depth interview
29. Recruitment or manpower selection process is the first step in the employment of ___.
a. Skill
b. Talent
c. Knowledge
d. Capability
Answer: b. Talent
30. Executives too are mostly ___ from within.
a. Recruited
b. Promoted
c. Pulled
d. Trained
Answer: b. Promoted
31. ___ is a combination of direct and indirect questioning of the applicant?
a. Stress interview
b. Depth interview
c. Patterned interview
d. Structured interview
Answer: c. Patterned interview
32. ___ is concerned with the problem of introducing or orienting a new employee to the organization
a. Training
b. Development
c. Induction
d. Introduction
Answer: c. Induction
33. ___ indicates any process by which the aptitudes, skills and abilities of employees to perform specific jobs are increased
a. Induction
b. Training
c. Development program
d. Promotion
Answer: b. Training
34. Specific ___should be outlined on the basis of the type of performance required to achieve organizational goals and objectives.
a. Training program
b. Training Objective
c. Training Schedule
d. Training goals
Answer: b. Training Objective
35. ___ is a technique which duplicates, as nearly as possible, the actual conditions encountered on a job.
a. Apprentice
b. Article ship
c. stimulation
d. On the Job Training
Answer: c. stimulation
36. Companies are designing ___ to increase employee productivity, prevent job burnout and obsolescence, and improve the quality of employees‟ work lives.
a. Employee development program
b. Employee career development program
c. Employee Growth program
d. Employee training program
Answer: c. Employee Growth program
37. ___ is a deliberate attempt by an individual to become more aware of his or her own skills, interests, values opportunities, constraints and consequences.
a. Career Development
b. Career Planning
c. Career Mapping
d. Career Stabilization
Answer: b. Career Planning
38. Succession planning is usually restricted to senior-level management positions and can be ___.
a. Formal
b. Informal
c. Formal and informal
d. None of them
Answer: c. Formal and informal
39. Succession planning reduces ___ of managerial development movements.
a. Speed
b. Accuracy
c. Disappointment
d. Randomness
Answer: d. Randomness
40. ___ is the HR activity by means of which the organization determines the extent to which the employee is performing the job effectively.
a. HR planning
b. Performance Evaluation
c. Recruitment
d. Work performance
Answer: b. Performance Evaluation
41. In ___, the evaluator is asked to rate employees from highest to lowest on some overall criterion.
a. 360 appraisal
b. Ranking method
c. Ratting method
d. Performance appraisal
Answer: b. Ranking method
42. ___satisfies human need for esteem by others and for self-esteem.
a. Appreciation
b. Recognition
c. Motivation
d. Appraisal
Answer: b. Recognition
43. A ___ is defined as a collection or aggregation of tasks, duties, and responsibilities that, as a whole, is regarded as the reasonable assignment to an individual employee.
a. Task
b. Working environment
c. JOB
d. Policies
Answer: c. JOB
44. ___ Theory was propounded by Francis A. Walker.
a. Residual claimant theory
b. Subsistence theory
c. Minimum wage theory
d. Residual policy
Answer: a. Residual claimant theory
45. Matching the job with the suitable applicant is naturally, a ___.
a. One way process
b. Two way process
c. Recruitment process
d. Selection process
Answer: b. Two way process
46. ___ helps to identify whether the individual employee requires training and if so, what kind of was training.
a. Scientific selection
b. Man analysis
c. SWOT analysis
d. Mind mapping
Answer: b. Man analysis
47. Much of a manager’s work is___.
a. Recruitment
b. Business management
c. Solving problem
d. Managing man power
Answer: c. Solving problem
48. New employee may require knowledge about ___.
a. Market
b. Organisation
c. Job to be perform
d. Employer
Answer: c. Job to be perform
49. The ___ do the evaluation of the employees
a. Manager
b. Supervisor
c. Top management
d. HR manager
Answer: c. Top management
50. The use of ___ assumes that people’s actions are related to their skills and ability to achieve important longer-run goals.
a. Motivation
b. Incentives
c. Rewards
d. Training
Answer: b. Incentives
References:
While the downloadable PDF will be the main focus for you, consider including some references to enhance your knowledge and skill:
⇒ Society for Human Resource Management (SHRM):- SHRM is a leading professional association for HR professionals. Their website offers a wealth of resources on HR topics, including sample job descriptions, interview questions, and information on HR certifications.
⇒ Human Resource Management Body of Knowledge (HRBoK): This comprehensive resource outlines the core knowledge and competencies required of HR professionals.
⇒ Free Online HR Courses: Many educational platforms offer free or low-cost online courses on HR topics. You can mention a few popular platforms like Coursera, edX, or Udemy.
Conclusion:
Don’t wait! Download your free HR MCQ practice questions and answers today! This valuable resource will boost your confidence and prepare you to excel in your HR exams. With a strong understanding of key HR concepts, you’ll be well on your way to achieving your HR goals.
