In competitive job market, having a solid foundation in Human Resource Development is essential for success. Whether you are a student preparing for academic exams or an aspiring professional looking to enhance your skills, finding comprehensive and reliable study resources can be daunting.
That’s where we come in. If you have been looking for Human Resource Development MCQs with answers in PDF format, suitable for distance and regular courses, then look no further. We have gathered diverse questions that cater to different levels of expertise and provide valuable insights into this dynamic field.
So get ready to ace your exams or impress your potential employers – because you’ve landed yourself in the right place!
Human Resource Development MCQs with Answers
1. In the present business environment, HR plays a ___ role in realizing the business goals
a. Strategic
b. Technical
c. Vital
d. Very important
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
2. True/False:- The major challenge for the HR contribution towards the overall organization performance
a. False
b. True
c. Can’t say
d. Incomplete
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (b)[/expand]
3. Balance scorecard was designed by
a. Robert Kaplan
b. David Norton
c. Both a & b
d. All
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (c)[/expand]
4. Human Resource can be turned as
a. Non-renewable resource
b. Natural resource
c. Infinite renewable resource
d. All of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (c)[/expand]
5. An organization can develop only when it’s ___ are developed
a. All resource
b. Human resources
c. Financial resources
d. Both a & b
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (b)[/expand]
6. The ___ of any organization is the backbone, who plays a stupendous role.
a. Employer
b. Worker
c. Employees
d. Labor
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (c)[/expand]
7. True/False:-
Human resource development is an integral part of human resource management, which is wider in its approach and does not relate only to providing formal qualification
a. False
b. True
c. Incomplete
d. None of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (b)[/expand]
8. ___ have made clear that HRD is innate for the very existence of the organization
a. Increase in the very existence of the organization
b. Liberalization
c. Developmental & productive activities
d. None of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
9. ___ is a factor, which is forcing the business organizations to reconsider their laisser-faire attitudes to training.
a. National competition
b. International competition
c. Global competition
d. All of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (c)[/expand]
10. It is a method of intervening in a systems
a. Process consultation
b. Survey feedback
c. Managerial grid
d. Goal setting
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
11. In this method data related to the attitude of employees about wage level, structure, hours of work and working conditions are collected
a. Process consultation
b. Survey feedback
c. Goal setting
d. Managerial grid
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (b)[/expand]
12. ___ is an extremely popular OD intervention
a. MBO
b. MBR
c. PPS
d. None of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
13. ___ improve the performance and result in self-change of an individuals
a. OD practices
b. Team development
c. OD exercises
d. Sensitivity training
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (c)[/expand]
14. ___ helps to improve the communication skills of the employees and develops them a good listeners
a. Team development
b. Sensitivity training
c. OD exercises
d. All of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (b)[/expand]
15. Performance management focuses on ___ performance planning and improvement rather than retrospective performance appraisal
a. Future
b. Fast
c. Present
d. None of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
16. Performance standards are used when not possible to set ___
a. Intended results
b. Time based targets
c. Observable results
d. All of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (b)[/expand]
17. “Recourse the actions” provides
a. Coaching
b. Training
c. Guidance
d. All of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (d)[/expand]
18. Assessing results against standard
a. Measurement
b. Feedback
c. Exchange
d. Positive re-enforcement
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
19. Founding father of TQM was
a. Blake and Mouton
b. W.E Deming
c. Dale S. beach
d. All of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (b)[/expand]
20. Base pay can be expressed on
a. Annual basic
b. Weekly basis
c. Hourly rate
d. All of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (d)[/expand]
21. The pay roll costs can compromise ___ or more of the total costs incurred by an organization
a. 60%
b. 70%
c. 55%
d. 48%
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (b)[/expand]
22. The ___ system is the most basic individual incentive system.
a. Unit based
b. Piece-rate
c. Hourly
d. None of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (b)[/expand]
23. Industrial relations are plant community life” –said by
a. Rober Over
b. Dalye Yadav
c. Peter Ducker
d. Federick Taylor
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (c)[/expand]
24. Through good ___, we can encourage collective bargaining
a. IR
b. Rewards system
c. Incentives
d. HR programs
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
25. The ___ acts as a mediator and custodian
a. Government
b. Organization
c. CEO
d. Employer
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
26. The difference between the demands of the employes and employee results in
a. Misunderstanding
b. Conflict
c. Miss behavior
d. Low morale
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (b)[/expand]
27. ___ consider the mass rather than individual
a. IR
b. HRM
c. HRD
d. HRP
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
28. IR seeks to reconcile. Conflict, ___ to match goals
a. HRP
b. HRD
c. HRM
d. IR
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (c)[/expand]
29. ___ the apparent incompatibility between IR and HRM is a major challenge faced by IR
a. Reconciling
b. Harmonizing
c. Both a & b
d. All of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (c)[/expand]
30. Collective bargaining is a form of ___
a. Participation
b. Agreement
c. Contract
d. Negotiation
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
31. Collective bargaining may take place at the
a. National level
b. Industry level
c. Enterprise-level
d. All of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (d)[/expand]
32. ___ mechanism is an aspect of two-way communication
a. Joint consultation
b. Collective bargaining
c. Both a & b
d. All of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
33. ___ attached to concessions in the negotiation should be indicated as early as possible
a. Counter proposals
b. Conditions
c. Both a & b
d. None of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (c)[/expand]
34. ___ is a tool for evaluating the personal activities of the organization
a. HR audit
b. HR activities
c. HR function
d. HR climate
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
35. HR activities include
a. Recruitment
b. Selection
c. Manpower planning
d. All of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (d)[/expand]
36. The ___ determine the success of corporate strategy
a. HRM climate
b. HR professional
c. HR audit
d. HR planning
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (b)[/expand]
37. It is a method by which an organization collects, analyses and reports information about people and jobs.
a. HRIS
b. HRM
c. HRD
d. HRP
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
38. It relies on consensus and cooperation rather than control or coercion.
a. HRM
b. HRD
c. Performance management
d. Only b
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
39. “Pay philosophy” examine developments in
a. Strategies
b. Rewards
c. Incentives
d. All of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (b)[/expand]
40. Base pay is
a. Basic pay
b. Fixed salary
c. Wage
d. All of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (d)[/expand]
41.Performance management is a means of getting better results from the ___, ____ and individuals.
a. Organization, teams
b. Industry, workforce
c. The company, employees
d. Superior, subordinates
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
42. During performance management ___ and ___ should be integrated
a. Learning & revision
b. Learning & work
c. Theoretical & practical
d. None of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (b)[/expand]
43. Levels pay to be agreed through ___ or by ___
a. Negotiation, collective bargaining
b. Negotiations, individual agreements
c. Contract, agreement
d. Contract, negotiation
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (b)[/expand]
44. Total remuneration comprises ___ and ___
a. Financial rewards, employee benefits
b. Financial & non-financial rewards
c. Basic salary, incentives
d. All of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
45. IR’s main function is to develop support between the ___ & ___
a. Employer, employee
b. Top-level management, lower-level management
c. Management employee
d. All of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (c)[/expand]
46. Scope of IR includes collective relations between ___ and ___
a. Union, management
b. Management, employees
c. Superior, subordinates
d. Employer, employee
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
47. High investment in ___ & ___ enables the absorption of higher wages
a. Education skills
b. Knowledge, skills
c. IT, technical programs
d. Both a & b
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
48. IR deals with large components of ___, whereas HR deals with ___
a. Rules, policies
b. Regulations, practices
c. Rules & regulations, policies & practices
d. Both a & b
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (c)[/expand]
49. Major potential point of conflict between employers and unions is ___ & ___
a. Loyalty & commitment
b. Decisions & orders
c. Compensation & supervision
d. None of the above
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (a)[/expand]
50. ___ seeks to reconcile conflicts, ___ to match goals
a. HRP, HRM
b. IR, HRM
c. HRD, IR
d. HRP, IR
[expand title="Show Answer" swaptitle="Hide Answer"]Answer: (b)[/expand]
Download Human Resource Development MCQs with Answers in pdf
Important Q&A on Human Resource Development
Question: Human resources can be turned as machines or automated systems?
Answer: Human resources cannot be turned as machines or automated systems. Unlike machines, humans possess unique qualities such as creativity, critical thinking, empathy, and problem-solving skills essential in organizations. These attributes enable employees to communicate effectively with clients, innovate new strategies, and adapt to unpredictable situations.
Furthermore, human resources can create meaningful connections among colleagues and build a positive work environment.
Moreover, humans possess emotional intelligence, enabling them to understand and motivate fellow team members. They can encourage employee growth through mentorship programs and provide necessary support during challenging times.
Additionally, human resources are crucial in implementing organizational policies and ensuring compliance with labor laws. They handle various administrative tasks such as recruitment, onboarding processes, performance evaluations, and employee benefits management.
Conclusion
The Human Resource Development MCQs with Answers pdf provides a comprehensive and valuable resource for individuals interested in improving their knowledge and skills in the field of HRD. This pdf is an excellent tool for self-assessment and exam preparation with a wide range of multiple-choice questions and detailed explanations.
Testing your understanding of key concepts and theories enables you to identify areas for improvement and further study. Additionally, sharing this pdf on social media can help others develop professionally. So please spread the word about this resourceful document and help others enhance their HRD knowledge too!