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Human Resource Management - Test Bank

The document contains a test bank with multiple choice questions related to human resource management topics like recruitment, selection, performance appraisal, compensation, and career development. Some key points addressed are the difference between internal and external recruitment methods, the importance of reliability and validity in selection tests, different types of capital (human, relational, structural) that are assets for organizations, and the goals of performance appraisal and compensation programs to attract, retain, and motivate employees.

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SK Schreave
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252 views4 pages

Human Resource Management - Test Bank

The document contains a test bank with multiple choice questions related to human resource management topics like recruitment, selection, performance appraisal, compensation, and career development. Some key points addressed are the difference between internal and external recruitment methods, the importance of reliability and validity in selection tests, different types of capital (human, relational, structural) that are assets for organizations, and the goals of performance appraisal and compensation programs to attract, retain, and motivate employees.

Uploaded by

SK Schreave
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Test Bank

1. Remuneration or amount given to an employee for exemplary performance.


 Reward
2. Internal recruitment method that creates vacancy for the firm’s manpower onboard is?
 Promotion
3. Intellectual capital is an intangible asset of a firm.
 True
4. Recruitment comes first before selection.
 True
5. A selection process that needs reliability and validity.
 Selection Test
6. Organizations’ par services and satisfaction for external stakeholders-customers, suppliers, public
and investor is?
 Relational Capital
7. Company’s image has same message with firm’s brand?
 True
8. Matching people for the right job follows our learned guide “No square peg for a round hole”
 True
9. Attributed component factors for human capital are: skills, education, and capacity to be
productive.
 True
10. Promotion and campus recruitment are external recruitment methods.
 False
11. A physical/health fitness test should be passed by a candidate before job offering is called.
 Medical examination
12. Utmost utilization/acquisition of modern facilities for innovation and market domination for
competitive operation.
 (-Asset-Innovative strategy- Structural capital- Interview)
13. In hiring, profiling by age, gender, religion is satisfying vacancies/demand by hiring external
factor?
 Demographic
14. Proper evaluation of performance data plus (+) CV details offers better quality of job applicants.
 True
15. Human, relational and structural-intellectual capital as an identity or brand for productivity,
customer service, goal attainment, competitiveness should be owned by?
 Firm/Company/ Organization
16. Retention can be sustained and solved by rewards/incentives at all times.
 False
17. Face-to-face conversation, friendly talks, meeting between employer and applicants.
 Interview
18. Getting right people for the right job at the right time from the shortlisted applicants.
 Selection
19. Human capital skills that only one or very few employers might be interested in, is?
 Specific
20. Talent management/forecasting, training and scholarship grant are but part of employee
development program of a firm in preparation for succession.
 True
21. The process of searching and obtaining pool of qualified job applicants.
 Recruitment
22. We have only two defined/most common interviews in recruitment: preliminary and employment.
 True
23. Human capital- knowledge and skills that several different employers find useful.
 General
24. Lack of manpower/employee/ job vacancies in the firm means there is a?
 Demand
25. Company’s program for smooth transition in cases like employees’ retirement, death and or
dismissal.
 Succession plan
26. Getting/recruiting replacement for promoted employee is through outside job posting or?
 Advertisement/agency/referrals
27. Employee retention is well influenced in general by:
 Employer’s brand/prestigious company identity
28. Incentives is synonymous with rewards by effects in proper implementation.
 True
29. Job offering is given after signing the appointment paper/employment contract.
 False
30. We don’t have to rely that much from the applicants given references.
 True

1. The company has the full control and legally mandated benefits and obligatory responsibility to
implement benefits like uniform, gasoline allowance or profit sharing.
 False
2. Purpose or objective of compensation.
 All of the above, Attract and retain, concern and care for employees, motivate
3. Benefit components or form.
 All of the above, salary, long-short term, termination, post-employment
4. Select one:
 profit sharing
5. Salary and wages are both compensation but of different sense of application and meaning or
definition.
 True
6. Remunerations other than cash in exchange of rendered services by employees as motivator is?
 Fringe benefits
7. Fringe benefits of all forms boost moral employee’s morale and performances.
 True
8. Failure to pay an employee with minimum wage or what is prescribed by law will result to
employer-employee conflict, a labor relation issue.
 True
9. Considered profit sharing plan.
 Cash or deferred and distributed at retirement, death or during disability cases
10. Compensated time but not worked or no services were made.
 Legal holiday, vacation or sick leave
11. Prerequisite over and above the salary, its is in kind or non-cash format.
 -Indirect compensation
12. Desperate job needs or over supply of labor tends to cause disrupted payment of salaries.
 True
13. Complying to legal regulations or mandated by law employees must be assured of fringe benefits
like SSS, PhilHealth, and PAGIBIG?
 True
1. The company cannot reduce the given salary to an employee but freezing may be a solution?
 True
2. Theories of compensation really motivates, includes productivity and profitability.
 True
3. Compensation reduces moral of performing employees.
 False
4. Complying legal regulations and assurance of equity among employees are said to be goals of
compensation?
 True
5. Pay structure has nothing to do with proper compensation management.
 False
6. Incentives is synonymous with rewards by effects in proper implementation.
 True
7. Minimum wage is dependent on the capacity of firm capacity to pay or on its resources?
 False
8. Remuneration given in return/ exchange of rendered services.
 compensation
9. Deception in online interviews and application are also HRM concerns in getting right talent
 True
10. The theory that is best defined by equal pay for equal work
 equity theory
11. Technological outcome like robotics and IT solutions for communication can be considered
challenges in HRM world for the 21st century.
 True
1. A career can be seen as the pattern of work-related experience that spans the course of a person’s
life, an evolving sequence of a person’s work experience over time, the sequence of employment-
related positions, roles, activities, and experiences encountered by a person, or as a process of
development along a path of experience and roles in one or more organizations.
 Career
2. Performance appraisal is a tool for giving employees chances _____ in many ways?
 be imporved
3. Appraisers leniency ---- Via --- compromises rating and tends to dissatisfy employees
 true
4. Performance appraisal facilitate accurate and fast decision making for the administration
 true
5. Communication is number one component of performance management of a successful
organization
 True
6. Methods guides requirements for individuals advancement work light from company to company
 Career Mapping
7. Uncertain employee comparison with one another or with against standards is called
 Rating Game
8. Unacceptable or contested impact of performance appraisal for non performing employee is most
likely a disciplinary action dismissal to the extent
 True
9. Flip side of consequence
 Rewards/ Promotion
10. Setting career goals and processes of accomplishing them for the future fulfilled and happy life
 Career planning
11. Performance management is needed to boost the morale
 True

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