Human Resource Development Multiple questions with answers for the preparation of academic and competitive examinations
Human Resource Development Multiple-Choice Questions with Answers
1. The integrative framework of SHRM was given by
a. Young and Berman
b. Federick Taylor
c. John Nadler
d. None of the above
Answer: (a)
2. The integrative framework comprises:
a. By building original capabilities
b. By improving employee satisfaction
c. By shaping shareholder and customer satisfaction
d. All of the above
Answer: (d)
3. ___ Allows anticipating the management of people through the organization due to retirement, promotion, and transfers.
a. HR planning
b. HRM
c. HRD
d. HR strategy
Answer: (a)
4. Rapidly changing circumstances are forcing the organization to ___ on their HRD strategies
a. Rethink
b. Enhance their performance
c. Leeway
d. None of the above
Answer: (a)
5. Who said, “OD is a complex educational strategy designed to increase organizational effectiveness and wealth through planned intervention?
a. Dale S Beach
b. Walter
c. Nadler
d. Frederick Taylor
Answer: (a)
6. ___ gives correct identification of the problem and its causes and determines the scope of future action
a. Symptoms
b. Diagnostic
c. Attributes
d. Interviews questionnaires
Answer: (b)
7. ___ Management is a means of getting better results from organizations, teams, and individuals by understanding and managing performance within an agreed-upon framework.
a. Performance management
b. Strategic management
c. Human resource management
d. Team management
Answer: (a)
8. Selecting the right reward is only the first half of the battle. The other half is.
a. Delivering a reward correctly
b. Calculating the reward
c. Both a & b
d. None of the above
Answer: (c)
9. The amount of our charity that will be developed to line managers to make pay decision
a. Devolution
b. Differentials
c. Contingent pay
d. Reward priorities
Answer: (a)
10. The ability of ___ is an effective method of compelling the other party to justify its claim on the merits.
a. Questioning
b. Arguments
c. Discussions
d. Contract
Answer: (a)
11. True/false
The signing of an agreement does not ensure its successful implementation.
a. False
b. True
Answer: (b)
12. ___ is a mechanism for maintaining good industrial relations.
a. Negotiation
b. Collective bargaining
c. Both a & b
d. None of the above
Answer: (b)
13. ___ Negatively affects innovation and courses major delays in the delivery of services.
a. Turnover
b. Brain Drain
c. Attrition rate
d. Unskilled manpower
Answer: (b)
14. ___ is the underpinning of customer satisfaction with the organization.
a. Loyal employee
b. Enthusiastic employee
c. Nurtured employee
d. All of the above
Answer: (a)
15. Excessive turnover is an inevitable result of ___.
a. Poor interment
b. Poor management
c. Poor communication skills
d. Employee separations
Answer: (b)
16. Managers with ___ vision experience excessive turnover.
a. Myopic
b. Cohesion
c. Galloping technology
d. All of the above
Answer: (a)
17. Who said, “ companies that manage people right will outperform companies that don’t by 30 to 40 per cent”.
a. Federick Taylor
b. Nadler
c. Jefferey Pfeffer
d. Rober Oven
Answer: (c)
18. “Layoff” better expressed as.
a. RIF
b. Position elimination
c. Both a & b
d. None
Answer: (c)
19. Employee separation needs to be done with ___ by HRM.
a. Human touch
b. Brain
c. Planning
d. Progressive discipline
Answer: (a)
20. ___ of basic information in HR records are necessary to find out the performance of the personal function
a. Feedback
b. Response
c. Result
d. Details
Answer: (a)
21. ___ types of records include cards, charts etc.
a. Conventional
b. Modern
c. Both a & b
d. None of the above
Answer: (a)
22. Reports provides ___ information
a. Qualitative
b. Quantitative
c. Both a & b
d. All of the above
Answer: (c)
23. ___ is the first to start an integrated HRDS.
a. Jyoti ltd
b. BOB
c. C & T
d. CGL
Answer: (c)
24. The most neglected group in HRD are the.
a. Line managers
b. Employees
c. Labour organization
d. None of the above
Answer: (a)
25. In the presenter of liberalization ___ identifies an organization
a. Culture
b. Business
c. People
d. Environment
Answer: (b)
26. Organization in the growth model requires employees with ___ behaviour
a. Creative
b. Innovative
c. risk-taking
d. All of the above
Answer: (d)
27. Establishing HRD sensibility in the organization is a challenging task because it deals with
a. High complex fast-developing activities
b. Ever-changing activities
c. Expanding activities
d. All of the above
Answer: (d)
28. ___ are the techniques created by the OD professional and others.
a. Interventions
b. Methods
c. OD intervention
d. Procedures
Answer: (c)
29. Rewards paid for successful performance.
a. Pronouns
b. Incentives
c. Commission
d. Allowances
Answer: (a)
30. Employee benefits are also known as.
a. Sick pay
b. Insurance cover
c. Company cases
d. All of the above
Answer: (d)
31. HRM involves the.
a. Individualization of the employment relationship
b. Participation
c. Individuals directly
d. None
Answer: (a)
32. ___ is possible only where unions and their members share some goals in common with management.
a. Commonality
b. Dual loyalty
c. Commitment
d. Employee loyalty
Answer: (b)
33. It is a process of identifying and measuring data about human resources.
a. HR research
b. HR accounting
c. HRIS
d. All of the above
Answer: (b)
34. In this stage the assessed knowledge is classified and adopted to organizations memory.
a. Select stage
b. Store
c. Share
d. Apply
Answer: (b)
35. The development of the knowledge values and understanding required in all skills relating to particular areas of activity.
a. Learning
b. Training
c. Education
d. Development
Answer: (c)
36. It should demonstrate the real links between learning. Development & training activities.
a. HRM
b. HRD
c. HRD strategy
d. All of the above
Answer: (c)
37. Performance agreement refer to the core values of the organization.
a. Quality
b. Customer service
c. Employee development
d. All of the above
Answer: (d)
38. ___ Aims to promote tearing and to provide people with the knowledge and portfolios of transferable skills that will help to progress their careers.
a. Personal development
b. HR planning
c. HRM
d. Personal development planning
Answer: (d)
39. ___ and ___ have offered an integrative framework, which is built on the earlier approaches.
a. Koontz and O Donell
b. Yeung and Berman
c. Graham and Taylor
d. None of the above
Answer: (b)
40. ___ and ___ are the two main functions of HRM
a. Recruitment & development
b. Recruitment & selection
c. Training & development
d. All of the above
Answer: (a)
41. HR professional must be strategic partner both in running the ___ as well as running ___
a. Business HR
b. Organization, HR department
c. HR practices, HR policies
d. None of the above
Answer: (a)
42. ___ and ___ have had on each other has made work more mobile in different parts of the world.
a. Lubrication & globalization
b. IT & globalization
c. Liberalisation & IT
d. All of the above
Answer: (b)
43. ___ & ___ have become the most important determinants of investment, productivity and quality.
a. Capability & knowledge
b. Short product life cycle, competition
c. Knowledge & skills
d. None of the above
Answer: (c)
44. In the employment relationship, the employer is a ___ of services and the employee is the ___.
a. Buyer, seller
b. Seller, buyer
c. Marketer, customer
d. All of the above
Answer: (a)
45. During the negotiations there should be good internal communication between the ___ and its ___ about the situation at any given time.
a. Organization, management
b. Managers, subordinates
c. Company, managers
d. Both a & b
Answer: (c)
46. In negotiation, a combination of ___ and ___ communication is often useful.
a. Written, oral
b. Verbal, non-verbal
c. Written, verbal
d. Non-verbal, oral
Answer: (a)
47. HRA highlights the ___ & of the existing workforce of an organization.
a. Strength opportunities
b. Strength, weakness
c. Threats, weakness
d. Strength, threats
Answer: (b)
48. Collective bargaining refers to the ___, whereas collective negotiation refers to the possible ___
a. Programs, results
b. Means, outcomes
c. Processes, results
d. None of the above
Answer: (c)
49. Strong organization of ___ & ___ contribute to bargaining in good faith because there would be some parity in the bargaining strength of the two parties.
a. Workers, employers
b. Union, management
c. Employers, employees
d. None of the above
Answer: (a)
50. Dual loyalty is possible only where ___ and ___ share some goals in common with management.
a. Unions, members
b. Employees, managers
c. Superiors subordinates
d. Both a & b
Answer: (a)
51. ___ is the reviver and ___ is the review.
a. Superior, subordinate
b. Senior, junior
c. Manager, individual
d. Employer, employee
Answer: (c)
52. Reward management is about how people are rewarded in accordance with both ___ & ___ rewards.
a. Financial, non-financial
b. Monitory, non – monitory
c. Capability, skills
d. Both a & b
Answer: (a)
53. ___ and ___ have created challenging opportunities, to make its human resource competent enough to meet the challenge.
a. Changing internal environment & external
b. Changing technology & customer preferences
c. Liberalization & globalization
d. All of the above
Answer: (c)
54. Performance management can be defined as a ___ and ___ approach to delivering sustained success to the organization by improving the performance of the people who work in them.
a. Strategic & integrated
b. Internal & external
c. Horizontal & vertical
d. Line & flat
Answer: (a)
55. ___ Has promoted standardization, whereas ___ is concerned with flexibility
a. IR, HRM
b. HRM, IR
c. HRM, HRP
d. All of the above
Answer: (a)
56. ___ And ___ are directly relevant to competitiveness, and how they are managed will impact on enterprise performance.
a. HRM, HRP
b. HRD, HRP
c. IR, HRM
d. Productivity, quality
Answer: (c)
57. The non-confrontational processes in the settlement of disputes may arise between ___ & ___.
a. Employers, employees
b. Superior, subordinates
c. Union, management
d. None of the above
Answer: (a)
58. Employee separation may take the form of ___ and ___ etc.
a. Retirement, refreshment
b. Lay-off, voluntary retirement
c. Both a & b
d. All of the above
Answer: (c)
59. According to Federick Taylor. “One does not mirage people one leads them.”
a. 1 – T, 2 – F, 3 – T, 4 – F
b. 1 – F, 2 – F, 3 – T, 4 – T
c. 1 – F, 2 – T, 3 – F, 4 – T
d. 1 – T, 2 – T, 3 – F, 4 – T
Answer: (a)
60. Areas covered by HR audit
1. Audit of the HR function
2. Audit of HR activities
3. Audit of HR climate
4. Audit of corporate strategy
5. Audit of managerial compliance
6. Audit of HR subsystem
a. 1, 3, 4, 5
b. 2, 3, 4, 6
c. 1, 2, 3, 5
d. 2, 3, 4, 5
Answer: (a)
