MCQs on Human Resource Management -37

1. Match the theories given in Column – I with the explanations in Column – II:

Column – I
Column – II

a. Super ego
1. Individual moves from a state of passivity as a child to state of activity as an adult.
b. Closure
2. Social values and personal norms that serve as an ethical constraint on behaviour.
c. Immaturity – Maturity Theory
3. Perception of a person about how others are perceiving his qualities.
d. Looking glass-self
4. People when faced with incomplete information tend to fill gaps themselves.


       a b c d
(A) 1 2 3 4
(B) 1 2 4 3
(C) 2 1 3 4
(D) 2 4 1 3

2. What is the procedure in which an employer and a group of employees agree to the conditions of work?

(A) Dispute settlement
(B) Collective bargaining
(C) Industrial democracy
(D) None of the above

3. Factor comparison method is used as a technique of

(A) Job Analysis
(B) Job Evaluation
(C) Job Design
(D) None of the above

4. Succession planning can best be explained by

(A) Activity in which managers make decisions regarding the advancement potential of subordinates.
(B) Activity that focuses on preparing people to fill executive positions.
(C) A chart showing the possible directions and career opportunities available in an organization.
(D) None of the above

5. Employees join union when they

(A) Are dissatisfied with certain aspects of their jobs.
(B) Feel that they lack influence with management to make the needed change.
(C) Feel unionization as a solution to their problems.
(D) All the above

6. Identify the correct sequence of the steps of grievance procedure required to be followed for the grievance handling

1. Departmental Manager
2. Immediate Supervisor
3. Arbitration
4. Trade Union’s intervention

(A) 1, 2, 3 & 4
(B) 2, 3, 1 & 4
(C) 2, 1, 4 & 3
(D) 2, 4, 1 & 3

7. Match the following:

List – I
List – II

a. Job posting system
1. A company maintained record of employee’s abilities, skills, knowledge and education.
b. Career path
2. A chart showing the possible direction and opportunities available to an employee in the organization.
c. Skills inventory
3. A collection of career development materials.
d. Career Resource Centre
4. A system in which an organization announces job openings.


       a b c d
(A) 1 2 3 4
(B) 2 3 4 1
(C) 4 2 1 3
(D) 3 4 1 2

8. Match the following:

List – I
List – II

a. Attrition
1. Separation that occurs when an employer decides to terminate its relationship with an employee due to economic necessity.
b. Downsizing
2. A company’s strategy of separation of employees to reduce the scale (size) and scope of its business in order to improve the company’s financial performance.
c. Involuntary separation
3. The process of reorganizing a company’s employees to improve their efficiency.
d. Right sizing
4. An employment policy designed to reduce the company’s workforce by not refilling job vacancies that are created by turnover.


       a b c d
(A) 1 2 3 4
(B) 4 2 1 3
(C) 3 2 4 1
(D) 2 1 3 4

9. Which one of the following is the advantage of team-based pay for performance plans?

(A) Financial incentives can shape a person’s goals.
(B) Can help the firm to attain individual equity.
(C) Fit an individualistic culture.
(D) Aids performance measurement.

10. Which one of the following is not Human Resource requirement estimation method?

(A) Regression Analysis
(B) Ratio Analysis
(C) Top-down Approach
(D) All of the above

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