Human resource management multiple choice questions and answers

Looking for a comprehensive and convenient resource to test your knowledge in human resource management? Look no further! Our multiple choice questions and answers doc is the ultimate tool for HR professionals, students, and anyone interested in gaining a deeper understanding of HR practices.

With a carefully curated selection of questions covering various aspects of the field, this document provides a convenient way to assess your knowledge and identify areas for improvement. Whether you are preparing for an upcoming exam, conducting research, or simply want to stay up-to-date with the latest HR trends, our multiple choice questions and answers doc is your go-to resource.

Designed to be both informative and engaging, this document ensures that you not only expand your knowledge but also enjoy the learning process. So, why wait? Dive into the world of human resource management and take your understanding to the next level with our comprehensive multiple choice questions and answers doc.

Human resource management multiple choice questions and answers

Human resource management multiple choice questions and answers doc

1. Personnel Management is proactive while Human Resources Management is reactive
Ans. False

2. Trade unions influence the HRM policies of a company
Ans. False

3. PM practices support business results better than HRM practices
Ans. False

4. Career planning and employee growth is an initiative of the HRM philosophy
Ans. True

5. A grievance management system is a common HRM function.
Ans. False

6. According to ___, ‘the human factor’ refers to a whole consisting of inter-related, interdependent and inter-acting physiological, psychological, sociological and ethical components.
Ans. Jucius,

7. The ___ elements in managing employees are more challenging as compared to the physiological ones.
Ans. psychological,

8. Psychologically, it is characterised by ___ and ___.
Ans. Emotions and impulses,

9. Majority of the problems in organizational setting are ___ and ___ rather than physical, technical or economic.
Ans. Human and social,

10. Conflicts in perception w.r.t. ___ also impact employee behaviour at work.
Ans. Ethics

11. Leadership practices and work-group pressures profoundly influence employee___.
Ans. Satisfaction and performance,

12. Any factor influencing employee behaviour is embedded in a ___. For instance, to understand the impact of pay on performance, you also have to understand the ___ that exists in the work group and the ___ of the superior.
Ans. Social system, climate, leadership style,

13. The origin and progress of the human relations movement (particularly in the U.S.A.) have been due to certain ___ working there, such as Recognition of the dignity of the individual and his personality.
Ans. Social and cultural forces,

14. In management awareness training, managers are made more ___ (such as thinking of all engineers are male) and in ___.
Ans. Sensitive to their attitudes, changing their attitudes

15. ___ is a process that brings employees into contact with and causes them to be influenced by their leaders, their jobs, and other aspects of the organizations which they work.
Ans. Human Relations Management,

16. The decline in popularity of the term “human relations” stems in part from the frustrations experienced by managers of the fifties and sixties who attempted to use a human relations concept which was un-realistically limited to ___.
Ans. people-people relationships,

17. In the broadest sense, human relations refer to the ___ of people in all walks of life-in schools, homes, business and government.
Ans. Interaction

18. Human relations seek to emphasise ‘___’ aspects of work rather than technical or economic aspects.
Ans. Employee

19. Every person brings a unique set of talents, ambitions and work experience to a job. Innovations in technology and production methods generally require the restructuring of ___.
Ans. Job roles and responsibilities

20. ___ may not be able to perform their roles or tasks in work groups in a competent manner.
Ans. Inexperienced employees

21. ___ help determines the correct processes for setting goals and measuring achievements.
Ans. Performance management systems

22. In India diversity is a concern because we are very conservative and a closed society
Ans. False,

23. India is gaining importance because of the quality as well as the cheap cost of living
Ans. True,

24. Our legal framework is very advanced, allowing for foreign companies to work easily in India
Ans. False

25. Grievance management systems is a common HRM function
Ans. True

26. Kautilya provides a systematic treatment of management of human resources as early as 4th century B.C. in his treatise titled ___
Ans. Artha- Shastra,

27. From the 14th century B.C. to the latter half of the 10th century A.D., the relationships between the employer and employees were marked by___.
Ans. By justice and equity

28. In “Varnashram” or caste system, those devoting themselves in manual work were known as…………
Ans. Shudras,

29. During early British rule, there prevailed a ___ policy towards the business.
Ans. Laissez-faire,

30. The Madras Labour Union was organized in ___.
Ans. 1918

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