Manpower Planning and Resourcing MCQ Question and Answers

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Manpower Planning

Brief Introduction to Manpower Planning and Resourcing

Planning and Resourcing is an ongoing process of identifying the human resource requirements and planning for the future of the organization. This helps the organization achieve its objectives in the shortest time possible.

Manpower Planning and Resourcing is cloud-based planning, resourcing, and scheduling software that helps companies optimize their workforce. With powerful features like predictive analytics, job and resource capacity management, resource optimization and scheduling automation, it’s got everything your company needs to optimize your workforce.

Importance and Specification of Manpower Planning and Resourcing

1. It help employers target the best people: With deep expertise in talent management, recruitment and training, it help employers target the best people to fill their needs at every stage of their business.

2. Help companies work smarter: It help companies work smarter and improve their ability to attract, develop and retain talent in a rapidly changing business environment.

3. It reduce costs: It help companies reduce costs, manage compliance risks, increase flexibility and protect against disruptions within the workforce.

4. Help to make better decisions: Manpower Planning and Resourcing helps HR, Managers, and Staffing professionals make better decisions, faster.

5. Provides flexible workforce solutions: Manpower Planning and Resourcing provides flexible workforce solutions to all range of industries. It make easy for organization to find the right talent, manage their workforce and keep business moving forward.

Manpower Planning and Resourcing MCQs

Q. No 1. ___ may be defined as a strategy for the procurement, development, allocation, and utilization of an enterprise’s human resources.
(a) Human resource management
(b) Manpower planning
(c) Induction
(d) Career management
(b) Manpower planning

Q. No 2. The concept of manpower implies that employees are ___ for employers.
(a) Resources
(b) Bunch of people
(c) Functions
(d) Objectives
(a) Resources

Q. No 3. Effective manpower planning is ___ the right number of people and the right kind of people at the right place and at the right time for doing the right things.
(a) Utilizing
(b) Maintaining
(c) Motivating
(d) Hiring
(d) Hiring

Q. No 4. It is very important to ___ the present manpower status before making a forecast for future manpower planning.
(a) Motivate
(b) Evaluate
(c) Procure
(d) Develop
(b) Evaluate

Q. No 5. Following forecasting, the technique uses a past practice of the firm or organization keeping the principle year as a basis and a central tendency or measure.
(a) Expert forecast
(b) Workforce evaluation
(c) Trend analysis
(d) Workload analysis
(c) Trend analysis

Q. No 6. Which method is a new concept of recruitment?
(a) Direct hiring
(b) Train to hire
(c) Apprenticeship
(d) Earn while you learn
(b) Train to hire

Q. No 7. What type of recruitment is using the services of external sources, to take care of recruitment needs?
(a) Outsourcing
(b) Recruitment
(c) Consultants
(d) Retired employees
(a) Outsourcing

Q. No 8. What involves predicting future manpower recruitment?
(a) Planning
(b) Organizing
(c) Forecasting
(d) Decision making
(c) Forecasting

Q. No 9. It is a method that some organizations use to make flexible long-term plans.
(a) Action planning
(b) Resourcing strategy
(c) Redundancy
(d) Scenario planning
(d) Scenario planning

Q. No 10. The technical term for psychological tests is:
(a) Personality testing
(b) Psychometric test
(c) Personal traits test
(d) Psycho Test
(b) Psychometric test

Q. No 11. ___ is more of a psychological benefit offered to the deserving employee.
(a) Knowledge sharing
(b) Performance feedback
(c) Monetary rewards
(d) Recognition
(d) Recognition

Q. No 12. ___ enables employees to know how close they are performing to the expected performance levels or how far they are from the expected performance levels
(a) Performance feedback
(b) Knowledge sharing
(c) Recognition
(d) Performance evaluation
(a) Performance feedback

Q. No 13. Performance feedback and evaluation should be ___.
(a) Objective
(b) Subjective
(c) Always positive
(d) Always negative
(a) Objective

Q. No 14. ___ is the systematic, periodic, and impartial rating of an employee’s excellence in the matters pertaining to his present job and his potential for a better job.
(a) Performance feedback
(b) Knowledge sharing
(c) Performance appraisal
(d) Rewards and recognition
(c) Performance appraisal

Q. No 15. Keeping all the important information in a central database that can be easily accessed by each and every employee is a method of ___.
(a) Performance feedback
(b) Performance appraisal
(c) Rewards and recognition
(d) Knowledge sharing
(d) Knowledge sharing

Q. No 16. When workers pick up skills while working along with experienced workers in an organization, it is called?
(a) Induction
(b) Off the job training
(c) Leadership program
(d) On the job training
(d) On the job training

Q. No 17. Lectures and self-study can be used to develop more general skills and knowledge that can be used in a variety of situations in the following method.
(a) Off the job training
(b) Induction
(c) On the job training
(d) Leadership program
(a) Off the job training

Q. No 18. Whose prime function is to conduct and supervise training and development programs for employees.
(a) HR manager
(b) Training manager
(c) CEO
(d) Personnel manager
(b) Training manager

Q. No 19. The competency model should be developed using ___ methods so that the organization creates a model that reflects its own strategy, its own market, and its own customers?
(a) Motivation
(b) Change the interview
(c) Behaviour interview
(d) Leadership
(c) Behaviour interview

Q. No 20. Which is a cost-effective way of developing manpower?
(a) E-learning
(b) LMS
(c) E-manpower planning
(d) Payroll
(a) E-learning

Q. No 21. Manpower planning ___ how it can use its manpower or employees in the best possible manner.
(a) Decides
(b) Visualizes
(c) Communicates
(d) Emphasis
(b) Visualizes

Q. No 22. ___ refers to the values, beliefs, adherence to rules and regulations, and management style demonstrated consistently.
(a) Organization environment
(b) Organization structure
(c) Culture
(d) Competency mapping
(c) Culture

Q. No 23. According to ___ the individuals’ future behaviors, beliefs, and values will be a reflection of his/her past behavior, beliefs & values.
(a) Behavioral event interview
(b) Competency mapping
(c) Classification system
(d) Standard interview
(a) Behavioral event interview

Q. No 24. In ___ interviews, the focus is on asking a list of related questions in a given area, before moving on to another area.
(a) Classification system
(b) Competency mapping
(c) Behavioral event interview
(d) Standard interview
(d) Standard interview

Q. No 25. Without a clear ___, any inventory management program will tend to fail.
(a) Measurement unit
(b) Standardization
(c) Classification system
(d) Competency mapping system
(c) Classification system

Q. No 26. What is made up of the contribution made by the employee and the employer during the time, he has worked with an organization?
(a) Pension
(b) Provident fund
(c) Gratuity
(d) Life insurance
(b) Provident fund

Q. No 27. The first step of the employee exit process is ___.
(a) Induction
(b) Knowledge transfer
(c) Interview
(d) Promotion
(b) Knowledge transfer

Q. No 28. It is an arrangement to provide people with an income when they are no longer earning a regular income from employment.
(a) Life insurance
(b) Provident fund
(c) Pension
(d) Gratuity
(c) Pension

Q. No 29. ___ is the systematic evaluation of the progress towards the achievement of goals and objectives.
(a) Training
(b) Transfer management
(c) Succession planning
(d) Career management
(d) Career management

Q. No 30. The first and foremost step in career planning is to know and ___ yourself.
(a) Think
(b) Evaluate
(c) Understand
(d) Estimate
(b) Evaluate

Q. No 31. ___ is the most important component in resourcing.
(a) Controlling
(b) Directing
(c) Staffing
(d) Planning
(d) Planning

Q. No 32. ___ is normally used when there is an urgent requirement or when the organization strategically does not believe in other methods of recruitment.
(a) Apprenticeship
(b) Direct hiring
(c) Earn while you learn
(d) Train to hire
(b) Direct hiring

Q. No 33. ___ involves selecting candidates for a detailed or lengthy training process for the job they are supposed to do.
(a) Direct hiring
(b) Earn while you learn
(c) Train to hire
(d) Apprenticeship

Q. No 34. ___ is a relatively new concept of the method of recruitment.
(a) Train to hire
(b) Direct hiring
(c) Earn while you learn
(d) Apprenticeship
(a) Train to hire

Q. No 35. ___ is a tool used by the management to preempt future conditions or influence of these factors based on built-up scenarios.
(a) Research
(b) Performance management
(c) Scenario planning
(d) Action planning
(c) Scenario planning

Q. No 36. When entrepreneurship describes activities within a frame or a large organization, it is referred to as ___.
(a) Talent management
(b) Entrepreneurship
(c) Employee engagement
(d) Talent engagement
(b) Entrepreneurship

Q. No 37. ___ balances the demand and supply of the market.
(a) Manpower retention
(b) Job classification
(c) Job evaluation
(d) Manpower planning
(d) Manpower planning

Q. No 38. ___ refers to the values, beliefs, adherence to rules and regulations, and management style demonstrated consistently.
(a) Culture
(b) Economics
(c) Environment
(d) Social
(a) Culture

Q. No 39. According to ___, the individuals’ future behaviors, beliefs, and values will be a reflection of his past behaviors, beliefs, and values.
(a) Competency mapping
(b) Standard interviews
(c) Behavioral event interviewing
(d) Arithmetic resource calculation
(c) Behavioral event interviewing

Q. No 40. In ___ interviews, the focus is on asking a list of related questions in a given area, before moving on to another area.
(a) Standard
(b) Competency mapping
(c) Behavioral event interviewing
(d) Arithmetic resource calculation
(a) Standard

Q. No 41. ___ Program is the process used within many businesses to welcome new employees into the firm or organization and prepare them for their new roles.
(a) Selection
(b) Recruitment
(c) Induction
(d) Training
(c) Induction

Q. No 42. The ___ of a new employee is a critical part of the induction.
(a) Socialization
(b) Welcome
(c) Information
(d) Attitude
(a) Socialization

Q. No 43. In ___ induction, the employee is put on the job directly.
(a) Direct
(b) Indirect
(c) Formal
(d) Informal
(d) Informal

Q. No 44. ___ is the job development technique.
(a) Gaming
(b) Role playing
(c) Job rotation
(d) Seminars
(c) Job rotation

Q. No 45. ___ technique uses a plant with clarity on knowledge (factual & procedural), skills, and attitude improvement.
(a) Job rotation
(b) Job instruction technique
(c) Mentoring
(d) Coaching
(b) Job instruction technique

Q. No 46. Employee ___ is a good practice that links individual employee performance to their goals and to the objectives of the organization.
(a) Checking
(b) Rating
(c) Feedback
(d) Evaluation
(d) Evaluation

Q. No 47. In organizations, to guarantee their viability and ability to contribute, HR managers need to think of themselves as ___ partners.
(a) Business
(b) Strategic
(c) Economic
(d) Motivating
(b) Strategic

Q. No 48. Employee performance ___ is taken from peers, colleagues, seniors, subordinates, and the management.
(a) Checking
(b) Rating
(c) Feedback
(d) Evaluation
(c) Feedback

Q. No 49. Which technique requires studying the past data of an organization?
(a) Managerial judgment technique
(b) Trend analysis
(c) Delphi technique
(d) Workforce analysis
(b) Trend analysis

Q. No 50. Which technique involves a ‘top-down and ‘bottom-up approach?
(a) Managerial judgment technique
(b) Trend analysis
(c) Delphi technique
(d) Workforce analysis
(a) Managerial judgment technique

You may want to read Human Resource Management MCQs

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