Question Bank Format - Unit-1
Question Bank Format - Unit-1
Question Bank Format - Unit-1
Tushar Panchal
Course BBA
Branch NA
Semester III
Name of Subject Human Resource Management
Subject Code
7301
UNIT
I
Q-1 Multiple choice questions. (1 Marker)
1. The basic functions of the management process include all of the following EXCEPT ________.
(a) planning (b) organizing
(c) outsourcing (d) leading
2. Which of the following is the person responsible for accomplishing an organization's goals by
planning, organizing, staffing, leading, and controlling personnel?
(a) manager (b) entrepreneur
(c) marketer (d) representative
3. Which function of the management process includes selecting employees, setting performance
standards, and compensating employees?
(a) leading (b) organizing
(c) staffing (d) motivating
4. ________ is the process of acquiring, training, appraising, and compensating employees, and
attending to their labor relations, health and safety, and fairness concerns.
(a) Industrial psychology (b) Labor relations
(c) Human resource management (d) Behavioral management
5. In the management process, which of the following is an activity associated with the leading
function?
(a) maintaining employee morale (b) setting performance standards
(c) training new employees (d) developing procedures
6. In most organizations, human resource managers are categorized as ________, who assist and
advise ________ in areas like recruiting, hiring, and compensation.
(a) staff managers; line managers (b) line managers; middle managers
(c) line managers; staff managers (d) compensation managers; line managers
7. Which of the following has historically been an integral part of every line manager's duties?
(a) responding to customer complaints (b) developing budgetary guidelines
(c) handling personnel issues (d) creating personnel policies
8. A line manager's human resource responsibilities most likely include all of the following EXCEPT
________.
(a) maintaining department morale (b) marketing new products and services
(c) protecting employees' health (d) training employees in new positions
9. ________ is the procedure through which one determines the duties associated with positions and
the characteristics of people to hire for those positions.
(a) Job description (b) Job specification
(c) Job analysis (d) Job context
10. The information resulting from job analysis is used for writing ________.
(a) job descriptions (b) work activities
(c) work aids (d) performance standards
11. Which of the following types of information can be collected via a job analysis
(a) work activities (b) human behaviors
(c) performance standards (d) all of the above
12. Information regarding job demands such as lifting weights or walking long distances is included in
the information about ________ an HR specialist may collect during a job analysis.
(a) work activities (b) human behaviors
(c) machines, tools, equipment, and work
aids
(d) performance standards
13. Which term refers to a written statement that describes the activities and responsibilities of the
job?
(a) job specification (b) job report
(c) job description (d) job context
14. A ________ summarizes the personal qualities, traits, skills, and background required for getting the
job done
(a) job specification (b) job analysis
(c) job report (d) job description
15. Which of the following may be included in a job specification?
(a) traits (b) skills
(c) required background (d) all of the above
16. Which of the following methods is used to gather job analysis data?
(a) interviews (b) questionnaires
(c) observation (d) all of the above
17. Who is interviewed by managers collecting job analysis data?
(a) individual employees (b) groups of employees with the same job
(c) supervisors who know the job (d) all of the above
18. Which of the following is not an advantage of using interviews to collect job analysis data?
(a) It is simple to use (b) Some information may be exaggerated or
minimized
(c) It is quick to collect information (d) It can identify uncommon, but important activities
19. Jane records every activity she participates in at work along with time in a log. This approach to data
collection for job analysis is based on ________.
(a) diaries (b) interviews
(c) direct observation (d) questionnaires
20. What form of data collection involves recording work activities in a log?
(a) interviews (b) diaries
(c) direct observation (d) none of the above
21. Most job descriptions contain sections that cover ________.
(a) job summary (b) standards of performance
(c) working conditions (d) all of the above
22. One uses information from the ________ to write a job specification.
(a) job summary (b) job identification
(c) job description (d) standards for performance
23. What type of information is contained in the job identification section of a job description?
(a) job title (b) job summary
(c) major functions or activities (d) all of the above
24. The job specification takes the job description and answers the question, ________?
(a) What human traits and experience
are required to do this job well
(b) When will the supervisor be completely
satisfied with a worker's work
(c) What are the four main activities
making up this job
(d) What are the performance standards for the job
25. The basic purpose of human resource planning is to
(a) identify the human resource
requirements
(b) identify the human resource availability
(c) match the HR requirements with the
HR availability
(d) All of the above
26. The primary responsibility for human resource planning lies with
(a) general manager (b) line manager
(c) HR manager (d) trade union manager
27. The plans that necessitate changes in the existing technology, the organizational structure, and the
employees authority and responsibility are called
(a) short term plan (b) long term plan
(c) medium term plan (d) none of the above
28. Which of the following is not a forecasting technique to assess the human resource requirements of
an organization?
(a) trend analysis (b) replacement charts
(c) managerial judgement (d) none of these
29. The term bottom-up approach is commonly associated with
(a) Delphi technique (b) work study
(c) normal group technique (d) managerial judgment
30. The method that requires the line managers to justify the continuance of each job that becomes
vacant is called
(a) simulation technique (b) Delphi technique
(c) zero-base forecasting (d) human resource allocation approach
Q-2 Multiple choice questions. (2 Marker)
1. Which of the following refers to the authority exerted by an HR manager as coordinator of
personnel activities?
(a) staff authority (b) line authority
(c) functional authority (d) corporate authority
2. Which of the following is an example of a coordinative function performed by HR managers?
(a) directing the activities of employees
within the human resources
department
(b) ensuring that line managers are adhering to a
firm's sexual harassment policies
(c) voicing employee concerns about
health benefits and wages to upper
management
(d) providing upper management with relevant data
on national employment trends
3. All of the following are functions of the human resource manager EXCEPT ________.
(a) directing personnel activities within
the HR department
(b) ensuring that line managers are implementing
HR policies
(c) integrating the duties of line
managers with staff managers
(d) representing the interests of employees to senior
management
4. Which of the following human resource management specialties calls for collecting data to write
job descriptions?
(a) job analyst (b) job training specialist
(c) compensation manager (d) labor relations specialist
5. Which of the following terms refers to the procedure used to determine the duties associated with
job positions and the characteristics of the people to hire for those positions?
(a) job description (b) job specification
(c) job analysis (d) job context
6. The information resulting from a job analysis is used for writing ________.
(a) job descriptions (b) corporate objectives
(c) personnel questionnaires (d) training requirements
7. All of the following types of information will most likely be collected by a human resources
specialist through a job analysis EXCEPT ________.
(a) performance standards (b) employee benefits options
(c) human requirements (d) human behaviors
8. When filling jobs with untrained people, the job specifications may include _______
(a) quality of training (b) length of previous service
(c) physical traits (d) all of the above
9. Describing the job in terms of the measurable, observable, and behavioral competencies necessary
for good job performance is called a ________.
(a) competency-based job analysis (b) Department of Labor Procedure
(c) functional job analysis (d) none of the above
10. Competency analysis focuses on ________.
(a) what is accomplished (b) how work is accomplished
(c) when work is accomplished (d) where the work is accomplished
11. Traditional job analysis focuses on ________
(a) what is accomplished (b) how work is accomplished
(c) who accomplishes the work (d) where the work is accomplished
12. Jane must decide what positions the firm should fill in the next six months. What activity is Jane
working on?
(a) recruitment (b) selection
(c) personnel planning (d) interviewing
13. ________ is the process of deciding what positions the firm will have to fill
(a) Recruitment (b) Selection
(c) Workforce planning (d) none of the above
14. When a company decides on how to fill top executive positions, the process is called ________.
(a) employment planning (b) succession planning
(c) selection (d) testing
15. A ________ shows graphically how two variables are related
(a) trend analysis (b) ratio analysis
(c) scatter plot (d) correlation analysis
16. Which of the following is the primary disadvantage of using interviews to collect job analysis
data?
(a) Interviews are a complicated method
for collecting information
(b) Employees may exaggerate or minimize some
information
(c) Interviews provide only general
information about a worker's duties
(d) Employees may reveal minimal information
about their daily activities
17. Job analysts collecting information through observations and interviews benefit from the use of
a(n) ________ to guide the process and ensure consistency
(a) structured list (b) electronic diary
(c) job description (d) organization chart
18. A ________ is the time it takes to complete a job.
(a) specification (b) work cycle
(c) work week (d) shift
19. The most important consideration when developing an online job analysis is to ________.
(a) require employees to be monitored by
supervisors
(b) make questions and the process as clear as
possible
(c) provide monetary rewards for timely
completion
(d) limit the number of questions to less than
twenty
20. Which of the following is the primary source of information an employer uses to write a job
specification?
(a) job summary (b) work functions
(c) job description (d) performance standards
Q-3 Multiple choice questions. (3 Marker)
1. When planning for employment requirements, what must be forecasted?
(a) personnel needs (b) supply of inside candidates
(c) all of the above (d) none of the above
2. Which term below means studying variations in a firm's employment levels over time?
(a) ratio analysis (b) trend analysis
(c) graphical analysis (d) all of the above
3. The process of making forecasts based on the ration between some causal factor like sales volume and
the number of employees required is called _______
(a) ratio analysis (b) trend analysis
(c) graphical analysis (d) computer analysis
4. Suppose a salesperson traditionally generates $500,000 in sales and the company wishes to
increase sales by $4 million dollars per year. Using ratio analysis, how many new salespeople are
required?
(a) 4 (b) 6
(c) 7 (d) 8
5. ________ contain data on employees' performance records, educational background, and
promotion recommendations.
(a) Computerized information systems (b) Replacement charts
(c) Qualifications inventories (d) Trend records
6. Which of the following will most likely be used by a manager gathering job analysis information
when a large number of employees perform similar work?
(a) individual employee interviews (b) direct observation of all employees
(c) interview with the HR manager (d) group interview with a supervisor
7. Which method for collecting job analysis information is considered best for quantifying the
relative worth of a job for compensation purposes?
(a) questionnaire (b) group interview
(c) worker diary (d) observation
8. The primary drawback of performing a job analysis regards the ________.
(a) unverifiable data a job analysis
typically provides
(b) certification required to conduct a job analysis
(c) amount of time a job analysis takes
to complete
(d) redundant information gathered during a job
analysis
9. Which of the following guidelines is recommended to managers conducting a job analysis?
(a) Use one tool for gathering information
to maintain the validity of the results
(b) Rely on the human resource manager to
complete questionnaires and verify data
(c) Conduct group interviews without
supervisors present to ensure accuracy
(d) Collect information from employees
performing the same job in different
departments
10. Job posting refers to all of the following except
(a) publicizing the open job to employees (b) listing the job's attributes
(c) listing the job's required qualifications (d) listing the number of desired applicants