Let me present the detailed analysis of operative functions of Human Resources Management (HRM) to you. In this blog post we expand on the core components of the HRM’s operative activities aimed to give you an idea of their relevance to the success of organizations.
If you are a student taking a course on HRM, an HRM specialist who wants to refresh their knowledge or simply interested how HRM may work in companies this guide could help you.
The best way to make learning vibrant is through MCQs, so we present you with a set of MCQs along with their answers, provided in PDF format. Great! Then, I think we can proceed with investigating the details of the operative functions of HRM side by side.
Operative functions of HRM includes MCQ
In the context of tasks and activities in HRM, operative gestions perform a central function in maintaining the operative processes of an organisation’s personnel. These functions are crucial for supervising people, directing their efforts, and matching their competencies with the organization’s requirements in order to maximize their efficiency.
Therefore, in the process of establishing the role of HRM, this article seeks to: Pe focus on the main operative tasks of HRM as an organizational function, and underscore its relevance as well as effects on organizational performance.
Core Operative Functions of HRM:
1. Recruitment and Selection:
Recruitment and selection of the employees are critical activities that are vital for the growth of any organization. This process is strategic in HRM to make sure that the employees being hired are qualified for the job as well, as compatible with the company’s and the team’s culture and have the potential to grow in the company.
2. Training and Development:
Training as a process should be continuous so that the employees of any organization remain motivated as well as competent. HRM creates and executes training methods to develop and improve abilities, increase productivity, and correspond to innovations in technology.
3. Performance Management:
Appraising and assessing the performance of the employees guarantees compliance with the laid down organizational objectives. HRM sets up performance parameters and appraises the employees, as well as offers suggestions for improvement or rectification for the highest efficiency of employees as well as groups.
4. Compensation and Benefits:
Employees can only be motivated and maintained in an organization when Organizations offer competitive remunerations and packages. HRM implements pay scales, coordinates such valued employees’ facilities as medical and pension plans, and checks for compliance with the law.
5. Employee Relations:
This enables the development of good relations between the employees and the management since this is likely to produce a good working environment. Workers’ complaints, disputes and union issues fall under the realm of HRM and developing communication structures to boost the morale of employees.
HRM MCQs with answers
1. Human resource is a –
a. Natural resource
b. Renewable resource
c. Man- made resource
d. None of the above
Ans. a. Natural resource
2. Personal is a ___ perspective
a. Long – term
b. Short term
c. Permanent
d. Temporary
Ans. b. Short term
3. ___ denotes the employees as a whole but doesn’t clearly denote various components like skill, values, Knowledge.
a. Human resource
b. Employees
c. Personal
d. All of the above
Ans. c. Personal
4. Objectives of HRM are to meet the ___ of individual employees.
a. Needs
b. Aspirations
c. Dignity
d. All of the above
Ans. d. All of the above
5. HRM provide ___ leadership.
a. Fair
b. Acceptable
c. Efficient
d. All of the above
Ans. d. All of the above
6. According to management-
a. People work with us
b. People work for us
c. People work for themselves
d. None of the above
Ans. a. People work with us
7. The ___ of HR manager is of crucial importance.
a. Problem solver role
b. Mediator role
c. Advisory role
d. Welfare role
Ans. c. Advisory role
8. ___ develops cordial employee management relations.
a. Training
b. Effective communication
c. Conduct research
d. Representative role
Ans. b. Effective communication
9. ___ relations assuring healthy organization relationships.
a. Union labor
b. Employee – employer
c. Super – subordinates
d. All of the above
Ans. a. Union labor
10. “Work schedule control” comes under.
a. Employment
b. Wages & salary administration
c. Industrial relations
d. Employee services
Ans. b. Wages & salary administration
11. ___ Increases responsibility increases the employee’s freedom and independence.
a. Job enrichment
b. Job enlargement
c. Job description
d. None of the above
Ans. a. Job enrichment
12. ___ Refers to the movement of an employee from one job to another.
a. Job enrichment
b. Job rotation
c. Job enlargement
d. Job description
Ans. b. Job rotation
13. The process of searching for and obtaining applicants for jobs.
a. Recruitment
b. Selection
c. Appointment
d. Training & development
Ans. a. Recruitment
14. Who has given this definition – “recruitment as the process of searching for prospective employees and stimulating them to apply for jobs in the organization?”
a. Frederick Taylor
b. During B. Flippo
c. Hertzberg
d. None of the above
Ans. b. During B. Flippo
15. The first stage in the recruitment process is –
a. Organizing
b. Budgeting
c. Planning
d. Controlling
Ans. c. Planning
16. The most effective method of internal recruitment.
a. Employee referrals
b. Retrenched
c. Reemploy
d. All of the above
Ans. a. Employee referrals
17. The technique of advertising should aim at –
a. Attracting attention of the prospective candidates
b. Creating & maintaining interest
c. Stimulating action by the candidates
d. All of the above
Ans. d. All of the above
18. The most common & least expensive technique of recruitment is –
a. Head hunting
b. Walk-in
c. Business alliance
d. Tele recruiters
Ans. b. Walk-in
19. Modern technique of recruitment for searching the best candidates for the senior executive positions.
a. Head hunting
b. Walk –in
c. Business alliances
d. Tele recruitment
Ans. a. Head hunting
20. The process of differentiating between applications in order to identify those with a greater likelihood of success in a job.
a. Recruitment
b. Selection
c. Interview
d. Tele-recruitment
Ans. b. Selection
21. ___ is the basic for selecting the right candidate.
a. Recruitment
b. Selection
c. Job analysis
d. Interview
Ans. c. Job analysis
22. The best technique to present and explains series of facts, concepts and principles.
a. Lectures
b. Conference
c. Simulation
d. Sensitivity training
Ans. a. Lectures
23. ___ Refers to the degree of accomplishment of the tasks that make up an individual’s job.
a. Performance
b. Performance appraisal
c. Promotion
d. Job evolution
Ans. a. Performance
24. The final step in the evaluation process is the use of –
a. Performance interview
b. Evaluation data
c. Appraisal method
d. None of the above
Ans. b. Evaluation data
25. Simplest method of appraisal is-
a. Critical incident appraisal
b. Essay
c. Checklist
d. Graphic rating scale
Ans. b. Essay
26. The main types of fringe benefits provided to workers/employees are –
a. Time related monetary benefits
b. Benefits related to safety & health
c. Retirement benefits
d. All of the above
Ans. d. All of the above
27. ___ is a process that converts organizational objectives into individual objectives.
a. MBO
b. Management development programme
c. Paired comparison method
d. BARS.
Ans. a. MBO
28. ___ is the outcome of job analysis.
a. Job extension
b. Job enlargement
c. Job evaluation
d. All of the above
Ans. c. Job evaluation
29. The simplest inexpressive and most expedient method of evaluation –
a. Ranking method
b. Analytical method
c. Job grading method
d. Point ranking
Ans. b. Analytical method
30. Job grading method is also known as –
a. Job ranking
b. Job classification method
c. Job planning method
d. Point ranking
Ans. b. Job classification method
31. ___ means the failure, refusal or inability of an employees on account of shortage of coal power or raw materials etc.
a. Strike
b. Log off
c. Lock out
d. All of the above
Ans. b. Log off
32. Wage period is ___ than the salary period.
a. Longer
b. Equal
c. Shorter
d. No relation
Ans. c. Shorter
33. Differential piece- rate plan was developed by –
a. F.W Taylor
b. Harley
c. Rowan
d. Merrick
Ans. a. F.W Taylor
34. Various bonus plans, ___ is out of the most applied method.
a. Group bonus plan
b. Emerson efficiencies plan
c. Priest man bonus plan
d. Cant task plan
Ans. c. Priest man bonus plan
35. The ___ is the highest amount of remuneration and naturally include the amentias.
a. Living wage
b. Fair wage
c. Minimum wage
d. Wage policies
Ans. a. Living wage
36. Fringe benefits denotes.
a. Fringe measures
b. Social charges
c. Sub wages
d. All of the above
Ans. d. All of the above
37. Employee benefits and services are known as –
a. Fringes
b. Fringe benefits
c. Both a & b
d. None of the above
Ans. c. Both a & b
38. Fringe benefits has been used for –
a. Non- wage compensation
b. Non – minatory incentives
c. Employee benefits and services
d. All of the above
Ans. a. Non- wage compensation
39. Type of contacts like people to be informed about job openings are available through ___ & ___
a. Advertisement, media
b. Policies, selection criteria
c. Job description, job specification
d. Internal factors, external factors
Ans. c. Job description, job specification
40. Recruitment is the process of ___ and ___ capable applicants for employment.
a. Reaching, appointing
b. Finding, attracting
c. Selection, placement of
d. All of the above
Ans. b. Finding, attracting
41. Discipline is said to be ___. When the members of organization willingly follow the rules and regulations, where as discipline is said to be ___ when subordinates either do this reluctantly and unwillingly.
a. Good, bed
b. Positive, negative
c. Acceptable unacceptable
d. All of the above
Ans. a. Good, bed
42. ___ & ___ usually go together.
a. Morale, motivation
b. Morale, discipline
c. Behavior, morale
d. All of the above
Ans. b. Morale, discipline
43. Two types of discipline are –
a. Enforced discipline, self imposed
b. Negative discipline, positive discipline
c. Both a & b
d. None of the above
Ans. c. Both a & b
44. Rules are necessary because they ___ and ___.
a. Guide, instruct
b. Rigid & discipline
c. Instructive, authoritative
d. None of the above
Ans. a. Guide, instruct
45. According to ___ , grievance is a written complaint filed by an employee and claiming unfair treatment.
a. ILO
b. Yoder
c. Brita mica encyclopedia
d. R. A Lester
Ans. b. Yoder
46. Job specification identifies the ___ , skills and ___ needed to do the job effectively.
a. Qualification, values
b. Knowledge, abilities
c. Qualification, behavior
d. None of the above
Ans. b. Knowledge, abilities
47. Job analysis, ___ and ___ providing the information that makes comparison of jobs possible.
a. Job evaluation, job specifications
b. Job evaluation, job description
c. Job description, job specifications
d. All of the above
Ans. c. Job description, job specifications
48. Job enlargement is the ___ expansion in a job, where as job enrichment is the ___ expansion of a job.
a. Vertical, horizontal
b. Horizontal, vertical
c. Horizontal, horizontal
d. Vertical, vertical
Ans. b. Horizontal, vertical
49. Job enlargement means “adding zero to zero” was given by –
a. Frederick her berg
b. Frederick Taylor
c. Mintz berg
d. None of the above
Ans. a. Frederick her berg
50. Job rotation measure improves worker’s ___ and ___.
a. Skills, abilities
b. Education, knowledge
c. Self image, personal growth
d. All of the above
Ans. c. Self image, personal growth
Human Resource Management MCQs
Conclusion
Understanding the operative functions of HRM is crucial for anyone involved in managing human resources within an organization. From recruitment and selection to training and development, and from performance appraisal to compensation management, these functions form the backbone of effective HR practices.
By mastering these concepts through our MCQ guide, you’ve taken a significant step towards enhancing your knowledge and skills in HRM. Remember, continuous learning and application of these principles will not only benefit your professional growth but also contribute to achieving organizational objectives and fostering a positive work environment.
We hope this resource has been valuable to you. Stay tuned for more insightful content on HRM and its evolving role in today’s dynamic workplace!
