DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

STRATEGIC HUMAN RESOURCE MANAGEMENT- 404 HR

Semester –IV
Specialization-HRM Subject core - Semester -IV

Q. No Question Answer
1 SHRM stands for. c
a. Soft Human Resource Management
b. Strong Human Resource Management
c. Strategic Human Resource Management
d. Sole Human Resource Management
2 There should be strategic fit between a
a. Business Strategy and Human resource planning
b. Business competitors and Human resource planning
c. Business Strength and Human resource planning
d. Finance and Human resource planning
3 The scope of human resource management includes d
a. Procurement
b. Development
c. Compensation
d. all of the above

4 Human resource management is normally ____in nature a

a. Proactive
b. Reactive
c. Combative
d. none of the above
5 The strategic human resource management functions b
aim at
a. ensuring that the human resources possess adequate
capital, tool, equipment and material to perform the job
successfully
b. Increasing competitive advantage with its human
resource
c. Improving an organization’s creditworthiness among
financial institutions
d. none of the above

6 Which of the 'following aptly describes the role of line a

managers and staff advisors, namely HR professionals?

a. Staff advisors focus more on developing HR programs

while line managers are more involved in the
implementation of those programs.
b. Line managers are concerned more about developing
HR programmes whereas staff advisors are more
involved in implementing such programs.
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c. Staff advisors are solely responsible for developing,

implementing and evaluating the HR programs while line
managers are not all involved in any matters concerning
HR.
d. Line managers alone are responsible for developing,
implementing and evaluating the
HR programs while staff advisors are not all involved in
any matters concerning HR.
7 Strategic Human resource management is the formal part d
of an organisation responsible for all of the following
aspects of the management of human resources except:
a. Strategy development and analysis
b. Systems, processes, and procedures
c. Policy making, implementation, and enforcement
d. Management of the organization’s finance .
8 Organisation relies on the following sources of capital b
a. cultural, human and system capital
b. social, cultural and human capital
c. cultural, human and source capital
d. none of the above
9 Benefits of Strategic human resource management is: b

a. Organisational strategy, including strategy formulation

and implementation
b. long-term focused and composed of the organization’s
mission, vision and value statements
c. long-term focused and composed of organisational
strategy, including strategy formulation and
implementation
d. All of the above
10 d
Strategic human resource management involves:
a. planning, foresight and analytical decision making
b. setting employment standards and policies
c. linking human resources with strategic objectives to
improve performance
d. all of the above

11 The balanced scorecard proposes that organisational d

success depends on:
a. a focus on only the internal environment of the
organization
b. a constantly changing external environment
c. the belief that it is impossible to take a rationalist view
of the organisation to make optimal choices
d. an ability to develop a complete list of cause and effect

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relationships driving a firm's success

12 Kochan and Barocci's (1985) model of HRM has three d

elements. These elements are:
a. the external environment, the internal environment and
human resource management
b. HRM/IR system effectiveness, the external
environment and the internal environment
c. human resource management, the internal environment
and HRM/IR system effectiveness .
d. the external environment, human resource
management and HRM/IR system effectiveness

13 The critical role of the SHRM Application Tool is to: a

a. develop a better strategic management process to deal
with the dynamic changing environment today's
organizations face
b. identify if the organisation has enough staff, if the staff
need training, if the compensation practices are
appropriate, and if jobs are designed correctly
c. identify and assess a narrow group of actions and plan
how the organisation can overcome resistance to change
d. outline techniques, frameworks, and six steps that must
be followed to effectively implement change in an
organization

14 key roles for Strategic HR managers include d

a. Strategic Partner
b. Administrative Expert
c. Employee Champion
d. All of the above

15 What are the ideas underpinning 'soft', commitment, or a

'high-road' HRM practices?
a. Labour needs to be treated as an asset to be invested in
b. Employees are a cost which should be minimized
c. A lack of mutuality existing between employer and
employee
d. A disregard for unlocking discretionary effort

16 Which consulting company is associated with the concept d

of talent management?
a. Price Waterhouse Coopers
b. Boston Consulting Group
c. Deloitte

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d. McKinsey

17 Why are employers interested in employee engagement? c

a. To encourage employees to trust their managers
b. To make a quick profit
c. Because engaged employees are more motivated and
prepared to give of their best to make the firm succeed
d. To make employees work harder for less
18 Which of the following is a key HR role as defined by b
Ulrich et al (2009)?
a. Personnel administrator
b. Business ally
c. Payroll adviser
d. Organisational geographer
19 The development of a consistent, aligned collection of a
practices, program and policies to facilitate the
achievement of the organizational strategic objectives is
defined by ?
a. Jeffery A. Mello
b. Stephen Fineman
c. David Sims
d. Yiannis Gabriel
20 13. What is good and bad or right and wrong, or has b
to deal with moral duty and obligation is referred to as

(a) responsibilities
(b) ethics
(c) social expectations
(d) standards
21 There are ___levels of Strategy? c
a. 1
b. 2
c. 3
d. 4

22 _____ is the procedures through which one determines c

the duties associated with positions and the
characteristics of people to hire for those positions.
a.Job description
b.Job specification
c.Job analysis
d.Job context
e.None of the above
23 Which of the following is not a limitation of SWOT d
(Strengths, Weaknesses, Opportunity, Threats) analysis?
a. Organisational strengths may not lead to competitive

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advantage
b. SWOT gives a one-shot view of a moving target
c. SWOT's focus on the external environment is too
broad and integrative
d. SWOT overemphasizes a single dimension of strategy
24 A marketing department that promises delivery quicker d
than the production department's ability to produce is an
example of a lack of understanding of the:
a. synergy of the business units.
b. need to maintain the reputation of the company.
c. organisational culture and leadership
d. interrelationships among functional areas and firm
strategies
25 According to Schermerborn, Hunt, and Osborn, ‘Career a
planning is a process of systematically matching career
goals and individual capabilities with opportunities for
their fulfillment
a. Career planning
b. Succession planning
c. Target planning
d. all of the above
26 Which of the following lists is comprised of support a
activities?
a. Human resource management, information systems,
procurement, and firm infrastructure
b. Customer service, information systems, technology
development, and procurement
c. Human resource management, technology
development, customer service, and procurement
d. Human resource management, customer service,
marketing and sales, and operations
27 Although firm infrastructure is quite frequently viewed b
only as overhead expense, it can become a source of
competitive advantage. Examples include all of the
following except:
a. negotiating and maintaining ongoing relations with
regulatory bodies
b. marketing expertise increasing a firm's revenues and
enabling it to enter new markets.
c. effective information systems contributing
significantly to a firm's overall cost leadership strategy.
d. top management providing a key role in collaborating
with important customers.
28 The competencies or skills that a firm employs to e
transform inputs into outputs are:
a. tangible resources

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b. intangible resources
c. organisational capabilities
d. reputational resources
e all of the above
29 The information resulting from Job analysis is used for a
writing _____
a.job descriptions
b.work activities
c.work aids
d.Job contexte.
30 _ is one of the Challenge for succession planning? a
a. Poor linkage to business strategy
b. Top management support
c. Organization-wide talent database
d. Effective balance
31 The "balanced scorecard" supplies top managers with a d
___________view of the business. a. long-term financial
b. detailed and complex
c. simple and routine
d. fast but comprehensive

32 In strategic human resource management, HR strategies a

are generally aligned with:
a. business strategy
b. marketing strategies
c. finance strategy
d. economic strategy
33 Which of the following is closely associated with d
strategic human resource management?
a. Efficient utilization of human resources
b. Attracting the best human resources
c. Providing the best possible training
d. All of the above
34 Treating employees as precious human resources is the b
basis of the approach.
a. hard HRM
b. soft HRM
c. medium HRM
d. none of the above
35 Strategic human resource management aims to achieve c
competitive advantage in the market through
a. Price
b. Product

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c. People
d. Process
36 Wright and Snell made important contribution to the c
growth of:
a. Strategic fit model
b. Strategic labour allocation process model
c. Business-oriented model
d. none of the above
37 Strategic management process usually consists of __ b
steps
a. Four
b. Five
c. Six
d. Seven
38 One of the components of corporate level strategy is: d
a. growth strategy
b. portfolio strategy
c. parenting strategy
d. all of the above
39 Creating an environment that facilitates a continuous and a
two-way exchange of information between the superiors
and the subordinates is the core of:
a. High involvement management model
b. High commitment management model
c. High performance management model
d. none of the above
40 Boundary crossing is an activity that d

a. Creates internal organisational conflict between

different departments as they compete to generate new
practices
b. Occurs when organizations advance into new areas of
the market
c. Undermines the integration of an organisation through
the breakdown of the departmental boundaries.
d.Is focused upon achieving internal organisational
integration between various organisational roles and units
in order to generate creativity and synergy
41 Procedures provide for an important element of d
consistency in managerial?
a. Direction
b. Strategy

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c. Recruitment
d. Decision-making
42 Why has the bureaucratic form of organisation been b
fundamentally questioned?
a. The pressures of globalization have rendered it
unsuitable.
b. Organizations are experiencing acute pressure to
change and pursue innovation as a means of securing
business growth.
c. Organizations have grown so large that it is almost
impossible to create an effective bureaucracy to manage
them.
d. Information Technology has made it redundant.

43 Who famously adopted Taylor's Scientific Management c

approach?
a. Ronald McDonald
b. Ralph Lauren
c. Henry Ford
d. James Dyson
44 Corporate level of management does consist of ________. d
a) Board of directors
b) Chief Executive Officer
c) Corporate staff
d) All the above
45 c
One of the following attributes of potential employees is
of heightened interest to employers when recruiting.
Which one is it?
a. The candidate's physical health
b. The candidate's ability to deal with customers
c. The candidate's ability to prepare for and cope with an
uncertain future
d. The candidate's organisational abilities

46 d
Selection is concerned with:
a. The activity to select a suitable pool of candidates.
b. Always being stimulated by the departure of an
employee.
c. Always ascertaining a candidate's personality to ensure
a suitable fit.
d. Applying appropriate techniques and methods to select
a candidate.
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47 Which activities are not associated with workforce c

planning?
a. Forward planning reviewing internal and external
labour supply
b. Assessing capability of workforce to develop any
requisite skills
c. Time keeping
d. Identifying areas where recruitment will be needed

48 a
Why is job analysis so infused with organisational
politics?
a. Because it is a process which could lead to contraction
of employees in a department and therefore diminishing
its power base
b. A result of interdepartmental rivalry
d. Because it is a process through which companies try to
shed labour

49 d
What do rational processes to recruitment and selection
typically ignore?
a. Labour market demand
b. Wages
c. The time it takes to get to work
d. The use of power and micro politics by managers

50 In general organizations experience: a

a. Longer recruitment cycles due to scarcity of talented
resources
b. That successful talent management focuses on the A-
players in the company
c. That employer-brands does not significantly affect
talent attraction and retention
d. That talent management is all about quality of people
and the quantity of good people.

51 b
Most organisations:
a. Will have the same skills requirements for jobs in the
future as jobs do not change much
b. Experience a more disengaging workforce who are less
loyal
c. Are effective in measuring performance and
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productivity
d. Have effective and pro-active talent management
strategies
52 The following is important when applying talent b
management:
a. It can only be accessed through objective assessments
b. Performance and potential should be used as predictors
of talent
c. Talent is always evident
d. Potential is indicated by cognitive power and ability
53 The 9-box matrix: c
a. Is vague and non-specific
b. Is often discriminatory and subjective
c. Allows for flexible management of talent
d. Ignores current performance and only focuses on
future employment
54 B
Reward strategies should:
a. Reward talented people from the start to prevent them
from leaving
b. Match real contribution and value add with real
rewards
c. Include long-term incentives to reward performance in
the short term
d. Take into account that “stars” are consistent in their
delivery
55 d
According to the Leitch Review of Skills (2006), the
ability of firms to succeed in the face of growing
international competition depends increasingly on;
a. Work culture
b. Relaxed legal system
c. Good infrastructure
d. Skilled labour

56 A
What is the main reason employers give why employees
are not fully proficient?
a. Lack of experience
b. Over qualified
c. Lack of numeracy skills
d. Lack of literacy skills

57 B
Which of the stages below are part of the Systematic
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Training Cycle?
a. Analyse operating conditions
b. Design training
c. Deliver on time
Evaluate customer feedback
58 A
What is the main disadvantage of off-the-job learning?
a. It isn't always directly related to real organisational
issues and needs
b. The time needed to set up
c. Accessibility for those training
d. Long term costs

59 D
A cultural view of learning considers the values and
norms of communities through:
a. Myths, legends and proverbs
b. Music, song and dance
c. Rituals, language and religion
d. Talk, practices and stories

60 What is a 'communities of practice' approach to b

organisational learning?
a. An approach that focuses on practicing 'best practice'
b. An approach that focuses on the values, beliefs and
norms of a social group
c. An approach that focuses on the skills embedded
within the group
d. An approach that has a clear set of defined practices to
use in all situations

61 B
Chase's study (1997) identified what issue as being the
biggest obstacle to creating a knowledge creating
company?
a. Limited resources for training and development
b. Organisational culture
c. Failure of management
d. Inability to access learning material

62 A
What is the most common form of organisational
intervention designed to improve employee wellbeing?
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a. Secondary and tertiary

b. Primary
c. Variable
d. Best-fit

63 B
What are the main aims of Employee Assistance
Programmes?
a. To alter the organisational culture
b. To address team and individual performance and well-
being in the workplace
c. To focus the attention of employees to the power
structures of an organization
d. To establish effective methods of care and support for
everyone in an organization

64 How does the selection of an international assignee B

usually take place?
a. Formal interview process with internal staff.
b. Informal discussion based on need and conversations
with internal staff.
c. Informal discussion between each member of a
specific team.
d. Formal recruitment process that includes internal and
external candidates

65 Which multinational bank used business sponsors to c

monitor international assignees?
a. Oman International Bank
b. Falcon International
c. HSBC
d. Barclays
66 What is the major problem with the theorizing of
strategic IHRM?
a. It becomes obsolete very quickly as change occurs so
fast
b. It is biased towards western ideas
c. It tends to offer a highly idealized perspective on
strategy formulation
d. It fails to incorporate conflict
67 Finding ways to reduce ________ is a key responsibility b
of management.
(A) Dissatisfaction
(B) Uncertainty
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(C) Stress
(D) None of the above
68 How can HRM help to build successful cross-border D
alliances?
a. By ensuring that organizations spend 25% of their
budgets on cross-border alliances
b. By ensuring that a strategy is in place before
embarking on a cross-border alliance
c. By ensuring that organizations export their ideas to
other societies and cultures
d. By ensuring that international joint ventures are staffed
by high-quality managers

69 c
Which of the following statements most accurately
defines human resource management?
a. human resource management contributes to business
strategy and plays an important role in the
implementation of business strategy
b. human resource management is an approach to
managing people
c. human resource management seeks to achieve
competitive advantage through the strategic deployment
of a highly committed and capable workforce, using an
integrated array of cultural, structural and personnel
techniques
d. human resource management focuses on people as the
source of competitive advantage

70 Which of the following techniques are not connected b

with human resource planning?
a. succession planning
b. management of change
c. simple linear regression
d. Markov matrix analysis
71 Which of the following is NOT true of the activity c
known as job analysis?
a. it aims to describe the purpose of a job and the
conditions under which it is performed.
b. the job elements are rated in terms such as frequency
of use or amount of time involved c. the rate of pay for
the job is already fixed
d. jobs are broken into elements such as information or
relations with other people
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72 Which of the following is NOT a common criticism of b

using personality tests in selection?
a. Good performers in the same job may have different
personalities
b. There are no reliable instruments with which to assess
personality
c. An individual's personality can vary with
circumstances
d. Candidates can fake the answers, so giving a
misleading impression

73 Which of the following is not a recruitment technique? b

a. Interviews
b. performance appraisal
c. psychometric testing
d. ability tests
74 Which statement best describes '360 degree feedback'? It c
is:
a. a method used to appraise employees
b. a system where managers give feedback to dall their
staff
c. a system where feedback on any individual is derived
from peers, subordinates supervisors and occasionally,
customers
d. a development tool

75 Which of the following would not form part of a flexible d

reward package?
a. ability to 'buy and sell' leave days
b. non-pay items such as child care vouchers
c. cafeteria benefits
performance-related pay
76 Which one of the following becomes a creative factor in d
production?
a. Land
b. Capital
c. Consumers
d. Human Resources
77 People cast in the role of contributors to production are d
called __
a. Capitalist
b. Land owners
c. Human Resources
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d. Consumers
78 Wide range of abilities and attributes possessed by b
people are called as
a. Management
b. Human Resources
c. Entrepreneur
d. Intreprenuer
79 Deployment of which resource is difficult to master a
a. Human
b. Land
c. Capital
d. Natural
80 The focus of Human Resource Management revolves d
around"
a. Machine
b.Motivation
c. Money
d. Men
81 Quality- oriented organisation primary concern centers d
around __
a. Coordination
b. Communication
c. Human Resources
d. all of the above

82 Quality goals require alignment with: b

a. Production
b. Human Resources
c. Finance
d. Purchase
83 Demand for human resources and management is created A
by
a. Expansion of industry
b. Shortage of labor
c. Abundance of capital
d. Consumer preferences
84 Management function arises as a result of: D
a. Consumer preferences
b. Abundance of capital
c. Expansion of industry
d. Shortage of labour

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85 Human Resource Management is primarily concerned B

with:
a. Sales
b. Dimensions of people
c. External environment
d. Cost discipline

86 Human Resource Management aims to maximise A

employees as well as organisational
a. Effectiveness
b. Economy
c. Efficiency
d. GDP

87 The difference between human resource management and d

personnel management is:
a. Insignificant
b. Marginal
c. Narrow
d. Wide

88 Strategic Human Resource Management function does c

not involve:
a. Recruitment
b. Selection
c. Customer Satisfaction
d. Training

89 Which one is not the specific goal of Strategic human b

resource management?
a. Attracting applicants
b. Separating employees
c. Retaining employees
d. Motivating employees

90 Identify which one is an added specific goal of human a

resource management:
a. Retraining
b. Learning
c. Unlearning
d. Separating

91 Someone who lives and works in a foreign country is a

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a(n) a
(a) expatriate
(b) holiday maker
(c) international jet-setter
(d) immigrant
92 A major difference between International HRM and a
Domestic HRM is the
(a) increased complexities such as currency
fluctuations, foreign HR policies H
and practices, and differing labour laws
(b) number of employees covered by the HR policies
(c) ease with which employees adjust to new cultures
(d) development of effective cross-border
management styles
93 HRM as practiced by multinational organizations is d
called
(a) global HRM L
(b) personnel management practices
(c) domestic HRM
(d) international HRM
94 Whirlpool’s use of a performance management system c
worldwide is an example of
(a) extended management control over employees
(b) attempts to increase productivity in all its
branches
(c) an international HRM policy
(d) a policy that has adopted a global village
philosophy
95 Responding to employees and involving them in decision c
making is referred to as:
a. Quality of work life
b. Autonomy
c. Empowerment
d. Reaction

96 The main challenge for modern organizations’ is: B

a. To remain ahead of the talent developments in the
market
b. To retain the talent they have to realize that talented
people are the real wealth of the organisation
c. To find ways to poach talent wherever they can find it
d. none of the above

97 Talent management is: c

a. In essence about a contract between the organisation
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and the employee

b. Also taking into account other factors that unlock
value in the business
c. A combination of hard and soft issues (including the
psycho-social contract) and taking the new economy into
account (i.e. the knowledqe-based economy)
d. all of the above
98 Key factors in skills development and talent management D
are:
a. A broad definition of talent to ensure inclusivity and
b. Finding a balance between staff development and
making staff more employable
c. Compliance with the EE Act
d. Both (a) and (b)

99 In competitive environment it is difficult to clearly a

estimate _______ about firm’s strategies.
a) Competitive Responses
b) Operating Process
c) Control System
d) Reasonable Outcomes
100 Which of these is something that has to do with war & a
ways to win over enemy ?
a) Strategy
b) Management
c) Execution
d) Monitoring

101 Benefits of Talent Management include: d

a. A reduction in the recruitment cycle
b. Creating a competitive advantage
c. Improved client relations and retention
d. (b) and (c)

102 Competitive edge comes from the ________ of people. c

(A) Competency
(B) Efforts
(C) Quality
(D) Hard work

103 ________ is considered as a strategic activity. a

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(A) Recruitment
(B) Planning
(C) Productivity
(D) All of the above

104 Strategic thinking is a ________ process. c

(A) Short term
(B) Long term
(C) Continuous
(D) All of the above
105 Finding ways to reduce ________ is a key responsibility b
of management.
(A) Uncertainty
(B) Costs
(C) Absenteeism
(D) None of the above

106 ________ of management is likely to be another key b

agenda item.
(A) Performance
(B) Quality
(C) Expansion
(D) Decision
107 All aspects of the merger need ________. d
(A) Controlling
(B) Delegating
(C) Staffing
(D) Managing
108 Commitment strategy is inherently ________. b
(A) Short term
(B) Long term

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(C) Continuous
(D) None of the above
109 HR professionals has to be skilled in the art of ________. a
(A) Clarifying
(B) Handling people
(C) Both (A) and (B)
110 Finding ways to reduce ________ is a key responsibility b
of management.
(A) Dissatisfaction
(B) Uncertainty
(C) Stress
(D) None of the above
111 The ________ and control systems should be altered to b
support the strategic human resource function.
(A) Appointment
(B) Reward
(C) Job allotment
(D) None of the above
112 In HR terms, what embodies the values and standards b
that guide peoples’ behavior? B
A. society
B. brand
C. tradition
D. custom
113 Being on which list of “100 best” is so desirable that b
some organizations try to change
their culture and philosophies to get on the list? B
A. Working Mother list of 100 best companies
B. Fortune magazine’s 100 Best Companies to Work For
C. Business Ethics magazine list of 100 Best Corporate
Citizens
D. Computerworld list of Best Places to Work
114 The utilization of individuals to achieve organizational b
objectives is
A. human resource leadership.
B. human resource management.
C. human resource staffing.
D. human resource planning
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115 Which of the following is NOT a human resource c

management function?
A. staffing
B. training and development
C. human resource research
D. compensation
116 What is the process called through which an organization A
ensures that it always has the
proper number of employees with the appropriate skills
in the right jobs, at the right time,
to achieve the organizations objectives?
A. staffing
B. recruitment
C. selection
D. HR planning
117 9. When a person from one culture communicates a
with a person from anotherculture they are engaging in

(a) cross-cultural communication

(b) two-way communication
(c) multi-focus communication
(d) verbal communication
118 Which of the following is NOT a component of staffing? a
A. training
B. human resource planning
C. recruitment
D. selection
119 What is the systematic process of determining the skills, D
duties, and knowledge required
for performing jobs in an organization?
A. human resource planning
B. human resource analysis
C. human resource research
D. job analysis
120 What staffing task impacts virtually every aspect of B
human resource management?
A. selection
B. job analysis
C. recruitment
D. human resource planning
121 The systematic process of matching the internal and A
external supply of people with job
openings anticipated in the organization over a specified
period of time is referred to as
A. human resource planning.
B. recruitment.

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

C. selection.
D. performance appraisal
122 The process of attracting individuals on a timely basis, in D
sufficient numbers, and with
appropriate qualifications, to apply for jobs with an
organization is referred to as
A. human resource planning.
B. selection.
C. appraisal.
D. recruitment
123 The process of choosing from a group of applicants the D
individual best suited for a
particular position and the organization is known as
A. recruitment.
B. human resource planning.
C. human resource scrutiny.
D. selection.
124 Which human resource management function consists D
not only of training and
development but also of individual career planning and
development activities,
organization development, and performance management
and appraisal?
A. staffing
B. employee and labor relations
C. training and development
D. human resource development
125 What is the term that is designed to provide learners with b
the knowledge and skills needed
for their present jobs?
A. development
B. training
C. career planning
D. succession planning
126 What task involves learning that goes beyond today’s job c
and has a more long-term
focus?
A. training
B. career planning
C. development
D. organizational development
127 An ongoing process whereby an individual sets career c
goals and identifies the means to
achieve them is called
A. succession planning.
B. career development.

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

C. career planning.
D. management staffing
128 The average person graduating from college today may a
face how many career changes in
his or her working years?
A. five to seven
B. one to two
C. two to three
D. three to four
129 A formal approach used by the organization to ensure a
that people with the proper
qualifications and experiences are available when needed
is referred to as
A. career development.
B. succession planning.
C. career planning.
D. training.
130 What is the planned process of improving an A
organization by developing its structures,
Systems and processes to improve effectiveness and
achieving desired goals called?
A. organization development
B. team development
C. team training
D. organization training
131 What is a goal-oriented process that is directed toward B
ensuring that organizational
processes are in place to maximize productivity of
employees, teams, and ultimately, the
Organization?
A. team management
B. performance management
C. organization development
D. career development
132 What human resource management task is a formal B
system of review and evaluation of
Individual or team task performance?
A. team training
B. performance appraisal
C. organizational appraisal
D. team appraisal
133 What HR approach affords employees the opportunity to C
capitalize on their strengths and
Overcome identified deficiencies?
A. recruitment
B. staffing

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

C. performance appraisal
D. selection
134 Compensation, as described in your text, refers to A
A. total of all rewards provided employees in return for
their services.
B. the wages individuals receive each pay period.
C. wage schedules and wage rates listed in the union
contract.
D. the internal alignment of intrinsic awards
135 Compensation, as the term is used in this book, includes d
what rewards received as a result of
employment?
A. direct financial
B. nonfinancial
C. indirect financial
D. all of the above
136 What is pay that a person receives in the form of wages, a
salaries, commissions and
bonuses called?
A. direct financial
B. benefits
C. incentives
D. enticements
137 What are rewards related to the job itself or to from the b
psychological and/or physical
environment in which the person works called?
A. vacation
B. nonfinancial
C. benefits
D. sick pay
138 What human resource management task involves d
protecting employees from injuries
caused by work-related accidents?
A. accident prevention
B. injury analysis
C. workplace analysis
D. safety
139 What human resource management task refers to the c
employees’ freedom from physical or
Emotional illness?
A. utilization review
B. physical review
C. health
D. workplace analysis
140 Business firms are required by law to recognize unions a
and

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

A. bargain with them in good faith.

B. make concessions.
C. assist them in organizing activities.
D. sponsor them.
141 When a labor union represents a firm’s employees, what c
is the human resource activity
often referred to as?
A. union manager
B. labor manager
C. industrial relations
D. union relations manager
142 What human resource task pervades all functional areas d
of human resource management?
A. human resource planning
B. development
C. training
D. human resource research
143 Which of the following best describes HRM functional b
areas?
A. independent
B. interrelated
C. distinct
D. autonomous
144 What are factors outside an organization’s boundaries b
that affect a firm’s human
resources make-up called?
A. corporate environment
B. external environment
C. social environment
D. corporate culture
145 Which of the following is NOT an external environment c
factor?
A. competition
B. customers
C. firm’s mission
D. technology
146 Which of the following is NOT an external d
environmental factor?
A. unanticipated events
B. labor market
C. economy
D. informal organization
147 Which of the following is an external environmental d
factor for managers to consider?
A. society
B. unions

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

C. shareholders
D. all of the above
158 What are potential employees located within the b
geographic area from which employees
are recruited called?
A. forecasted allocation
B. labor market
C. workers
D. workforce
149 Which of the following are parts of the legal d
considerations that affect human resource
management?
A. executive orders
B. court decisions
C. laws
D. all of the above
150 The implied, enforced, or felt obligation of managers, c
acting in their official capacities, to
serve or protect the interests of groups other than
themselves is referred to as
A. ethics.
B. social ethics.
C. social responsibility.
D. morals
151 What is the discipline dealing with what is good and bad, c
or right and, wrong or with
moral duty and obligation referred to as?
A. morals
B. social responsibility
C. ethics
D. social interests
152 Employees who have joined together for the purpose of c
dealing with their employees are
called a (an)
A. conspiracy.
B. organization.
C. union.
D. association
153 Unions are treated as an environmental factor because, c
essentially, they become a
__________ party when dealing with the company.
A. disinterested
B. secondary
C. third
D. accountable
154 In a unionized organization, the __________, rather than a

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

the __________, negotiates an

agreement with the firm.
A. union; employee
B. employee; supervisor
C. steward; supervisor
D. employee; steward
155 What are owners of a corporation called? D
A. managers
B. executives
C. presidents
D. shareholders
156 What are the people who actually use a firm’s goods and
services called? A. managers
B. shareholders
C. customers
D. employers
157 Companies are automating many or all of the human b
resource __________.
A. production functions
B. administrative functions
C. core functions
D. strategic functions
158 As a generalization, when the economy is booming, c
recruiting qualified workers is
__________.
A. easier
B. dynamic
C. more difficult
D. more systematized
159 Your author described the impact of Hurricane Rita on b
human resource management in his
home town as an external environmental factor. What
was that factor?
A. the economy
B. unanticipated events
C. society
D. labor market
160 What is the concept of a possibility of a never-ending c
workday called?
A. techowork
B. telecommuting
C. cyberwork
D. 24/7 work
161 In analyzing HR’s changing role, which of the following d
is a question to be asked?
A. Can some HR tasks be performed more efficiently by

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

line managers?
B. Can some HR tasks be centralized or eliminated
altogether?
C. Can some HR tasks be performed more efficiently by
outside vendors?
D. All of the above
162 The changing role of HR permits it to shed its c
__________ image and focus on more
strategic and mission-oriented activities.
A. legalistic
B. diversity
C. administrative
D. staff
163 Individuals who normally act in an advisory or staff c
capacity, working with other
managers to help them deal with human resource matters,
are referred to as
A. executives.
B. line managers.
C. human resource managers.
D. project managers
164 The human resource manager normally operates in what d
capacity?
A. line
B. production
C. matrix
D. staff
165 The process of hiring an external provider to do the work c
that was previously done
internally is referred to as
A. shared service centers.
B. consolidation centers.
C. outsourcing.
D. human resource centers
166 Which of the following is a key to the success of D
outsourcing?
A. determine which functions to outsource
B. determine the extent to which they should be
outsourced
C. determine which ones to keep in-house
D. all of the above
167 Today HR outsourcing can be done in three ways. Which B
of the following is NOT one of
those ways? A. discrete services
B. moderate services
C. multi-process services

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

D. total HR outsourcing
168 Procter & Gamble has outsourced its entire training A
operations. According to your text,
what form of outsourcing service would this be called?
A. multi-process service
B. discrete service
C. single task service
D. total HR outsourcing
169 Whirlpool Corporation signed a 10-year deal to outsource C
HR business processes.
According to your text, what form of outsourcing service
would this be called?
A. multi-process service
B. discrete services
C. total HR outsourcing
D. single task service
170 Although most organizations expect to outsource more in D
the future, they will likely keep
the __________ components of HR within the
organization.
A. organizational
B. functional
C. administrative
D. strategic
171 What is the term that takes routine, transaction-based B
activities that are dispersed throughout
the organization and consolidates them in one place?
A. outsourcing centers
B. shared service centers
C. consolidation centers
D. human resource centers
172 Shared services centers provide an alternative to HR A
__________ and can often provide
the same cost savings and customer service.
A. outsourcing
B. on boarding
C. functioning
D. downsizing
173 Approximately what percent of the Fortune 500 C
companies use shared service centers for
some of their HR tasks?
A. 20
B. 30
C. 50
D. 60
174 What is the term called when a company leases D

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

employees to other businesses?

A. outsourcing
B. HR provider
C. external employer organization
D. professional employer organizations
175 According to your text, what is a possible weakness in B
the use of professional employer
organizations?
A. excessive paperwork
B. erosion of employee loyalty
C. EEOC complaints
D. higher cost
176 What are individuals directly involved in accomplishing B
the primary purpose of the
organization called?
A. human resource managers
B. line managers
C. staff managers
D. mobile managers
177 As the traditional work of HR managers diminishes, C
__________ managers are stepping
up and performing duties often done by the human
resource manager.
A. staff
B. advisory
C. line
D. consulting
178 What is the term called that uses software and the A
corporate network to automate paper based
human resource processes that require a manager’s
approval, record-keeping or
input, and processes that support the manager’s job?
A. manager self-service
B. HRIS
C. manager support service
D. corporate support service
179 A generation ago many HR people were more like D
__________ than managers of human
capital. A. salespersons
B. marketers
C. financial managers
D. policemen
180 Which of the following would NOT likely be a task A
accomplished by an HR executive in
his or her role as a strategic partner?
A. EEO-1 preparation

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

B. Strategic planning
C. Mergers and acquisitions
D. Reorganizing/Downsizing
181 HR must focus on expanding its __________ and high- C
level corporate participation with
an emphasis on adding value.
A. mobile
B. technical
C. strategic
D. tactical
182 Human resource professionals can give the CEO and C
CFO a powerful understanding of
the role __________ plays in the organization and the
way it combines with business
processes to expand or shrink shareholder value
A. laws
B. executive orders
C. human capital
D. management
183 There are certain questions that the HR executive should D
ask to determine if he or she is
involved strategically. Which of the following is one of
those questions?
A. Is HR present at mergers and acquisitions planning
meetings, strategy reviews,
and restructuring discussions?
B. Does HR provide an annual report on its ROI?
C. Is HR rated by its customers?
D. All of the above
184 What are measures of HR performance? C
A. HR performance measures
B. human capital management
C. human capital metrics
D. strategic measurement
185 Part of HR becoming a __________ business partner A
includes being able to measure the
effectiveness of the various HR tasks.
A. strategic
B. practical
C. administrative
D. management
186 Today, HR is under scrutiny and management wants to D
know how HR activities
contribute to the organization’s __________.
A. staff work
B. administrative forecasting

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

C. company welfare
D. bottom line
187 What is the report card of HR effectiveness of a specific B
person called?
A. efficiency measure
B. scorecard
C. balance sheet
D. effectiveness report
188 What is a top-level manager called who reports directly A
to the corporation’s chief
executive officer (CEO) or to the head of a major
division?
A. executive
B. generalist
C. specialist
D. manager
189 A human resource generalist normally performs tasks D
A. at entry levels.
B. in either compensation or labor relations.
C. in fewer than three functional areas.
D. in a variety of human resource-related functions.
190 A human resource specialist may be which of the D
following?
A. training manager
B. compensation analyst
C. recruiter
D. any of the above
191 Which of the following positions would be considered a B
human resource specialist?
A. human resource manager
B. compensation manager
C. vice president human resources
D. marketing manager
192 An individual with a job title of Benefits Analyst is C
probably which type employee?
A. executive
B. generalist
C. specialist
D. manager
193 The vice president of industrial relations is both a (an) c
__________ and a __________.
A. specialist, generalist
B. generalist, specialist
C. executive, specialist
D. manager, specialist
194 A HR vice president is both a (an) __________ and a B

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

(an) __________, having

responsibility for a wide variety of functions.
A. specialist, generalist
B. executive, generalist
C. executive, specialist
D. manager, specialist
195 When the first edition of your text was written, what was b
the title of the book?
A. The Management of Human Resources
B. Personnel: The Management of Human Resources
C. Managing Personnel
D. Personnel
196 The title of the journal prepared by the Society of Human A
Resource Management is
presently HR Magazine. What was the previous title?
A. Personnel Administrator
B. Personnel Journal
C. Personnel News
D. Human Resource Focus
197 What tasks might the evolving HR organization is D
involved with most?
A. Outsourcing
B. Shared service centers
C. line managers performing HR tasks
D. all of the above
198 Which term refers to the holistic, integrated and results D
and goal-oriented process of planning, recruiting,
selecting, developing, managing, and compensating
employees?
A) job analysis
B) HR alignment
C) strategic planning
D) talent management

199 Which of the following terms refers to the procedure c

used to determine the duties associated with job positions
and the characteristics of the people to hire for those
positions?
A) job description
B) job specification
C) job analysis
D) job context

200 The information resulting from a job analysis is used for Answer: A
writing ________.
A) job descriptions

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

B) corporate objectives
C) personnel questionnaires
D) training requirements

201 All of the following types of information will most likely Answer: D
be collected by a human resources specialist through a
job analysis EXCEPT ________.
A) work activities
B) human behaviors
C) performance standards
D) employee benefits options
202 A manager uses the information in a job analysis for all Answer: B
of the following EXCEPT ________.
A) assessing training requirements
B) complying with FCC regulations
C) determining appropriate compensation D) providing
accurate performance appraisals
203 Allison, a manager at a large clothing retail store, needs Answer: c
to determine essential duties that have not been assigned
to specific employees. Which of the following would
most likely provide Allison with this information? A)
work activities B) job context C) job analysis D)
performance standards
204 The ________ lists a job's specific duties as well as the Answer: D
skills and training needed to perform a particular job.
A) organization chart
B) job analysis
C) work aid
D) job description
205 Jennifer, a manager at an engineering firm, has been Answer: A
assigned the task of conducting a job analysis. What
should be Jennifer's first step in the process?
A) deciding how the gathered information will be used
B) collecting data on job activities and working
conditions
C) selecting representative job positions to assess
D) reviewing relevant background information
206 Which of the following data collection techniques would Answer: B
be most useful when writing a job description for a
software engineer?
A) distributing position analysis questionnaires
B) interviewing employees
C) analyzing organization charts
D) developing a job process chart
207 Which of the following is a written statement that Answer: C

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

describes the activities, responsibilities, working

conditions, and supervisory responsibilities of a job?
A) job specification
B) job analysis
C) job description
D) job context
208 Which of the following is a written statement that Answer: C
describes the activities, responsibilities, working
conditions, and supervisory responsibilities of a job? A)
job specification B) job analysis C) job description D)
job context
209 Which of the following refers to the human requirements Answer: A
needed for a job, such as education, skills, and
personality? A) job specifications
B) job analysis
C) job placement
D) job descriptions
210 All of the following requirements are typically addressed Answer: D
in job specifications EXCEPT ________.
A) desired personality traits
B) required education levels
C) necessary experience
D) working conditions
211 Which of the following indicates the division of work Answer: C
within a firm and the lines of authority and
communication?
A) process chart
B) employee matrix
C) organization chart
D) corporate overview
212 A(n) ________ shows the flow of inputs to and outputs Answer: B
from a job being analyzed. A) organization chart
B) process chart
C) job analysis
D) job description
213 A workflow analyst would most likely focus on which of Answer: C
the following?
A) methods used by the firm to accomplish tasks
B) behaviors needed to complete specific work
C) a single, identifiable work process
D) a quantifiable worker skill
214 Which of the following is an example of business process Answer: A
reengineering?
A) using computerized systems to combine separate tasks
B) creating a visual chart for work flow procedures
C) assigning additional activities to new employees

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

D) developing employee skills and behaviors

215 During the job analysis process, it is important to Answer: C
________ before collecting data about specific job duties
and working conditions.
A) test job questionnaires on a small group of workers
B) confirm the job activity list with employees
C) select a sample of similar jobs to analyze
D) assemble the job specifications list
216 The fourth step in conducting a job analysis most likely Answer: C
involves collecting data about all of the following
EXCEPT ________.
A) required employee abilities
B) typical working conditions
C) employee turnover rates
D) specific job activities
During the job analysis process, the primary purpose of Answer: A
having workers review and modify data collected about
their current positions is to ________. A) confirm that
the information is correct and complete B) provide a
legal benchmark for employer lawsuits C) encourage
employees to seek additional job training D) validate the
job specification list provided by HR
217 What is the final step in conducting a job analysis? Answer: A
A) writing a job description and job specifications
B) validating all of the collected job data C) collecting
data on specific job activities
D) reviewing relevant background information
218 HR manager should emphasizes a desire for detail- Answer: A
oriented, motivated employees with strong social skills as
indicated in the firm's job ________.
A) specifications
B) analysis
C) reports
D) descriptions
219 The primary drawback of performing a job analysis Answer: C
regards the ________.
A) unverifiable data a job analysis typically provides
B) certification required to conduct a job analysis
C) amount of time a job analysis takes to complete
D) redundant information gathered during a job analysis
220 Job ________ means assigning workers additional same- Answer: C
level activities. A) enrichment B) assignment C)
enlargement D) rotation
221 __________ is the process of forecasting an a
organisations future demand for, and supply of, the right
type of people in the right number.

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

a. Human Resource Planning

b. Recruitments
c. Human Resource Management
d. Human Capital Management
222 Which of the following factors state the importance of d
the Human Resource Planning?

a. Creating highly talented personnel

b. International strategies
c. Resistance to change and move
d. All of the above
223 A process that is used for identifying and developing c
internal people with the potential to fill key business
leadership positions in the company is called ______.

a. Highly talented personnel creation

b. Investing in human resources
c. Succession planning
d. None of the above
224 What is the major issue faced while doing personal a
planning?

a. Type of information which should be used in making

forecasts
b. Types of people to be hired
c. Multiple positions to be filled
d. All of the above
225 Rearrange the following steps involved in the Human b
resource planning process in proper order.

A. HR Programming
B. HR Demand Forecast
C. Environmental Scanning
D. Control and evaluation of program
E. Surplus - restricted hiring
F. HRP implementation
G. HR supply forecast
H. Organisational objectives and Policies
I. Shortage - Recruitments and Selection

a. ABCDEFGHI
b. CHBGAFDEI
c. IHDEBCAFG
d. IHGFEDCBA
226 Which of these factors is not included in environmental d

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

scanning?
a. Political and legislative issues
b. Economic factors
c. Technological changes
d. None of the above
227 _______ is the process of estimating the quantity and a
quality of people required to meet future needs of the
organisation.
a. Demand forecasting
b. Supply forecasting
c. Environmental forecasting
d. None of the above
228 Which of the below given options are the forecasting d
techniques used?
A. Ration Trend Analysis
B. Delphi Technique
C. Staffing projections
a. A & C
b. B & C
c. A, B & C
d. A & B
229 Which of the forecasting technique is the fastest? c
a. Work study technique
b. Flow models
c. Ratio trend analysis
d. HR demand Forecast
230 What does the ratio trend analysis studies for c
forecasting?
a. Profits and loss
b. Retirements and requirements
c. Past and future ratios of workers and sales
d. None of the above
232 What does the Delphi technique use to do the a
forecasting?
a. Personal needs
b. Emotional needs
c. Social needs
d. All of the above
233 Which is the simplest flow model used for forecasting? c
a. Semi - Markov Model
b. Resource based Model
c. Markov Model
d. Vacancy Model
234 ___________ is a systematic procedure for collecting, b
storing, maintaining, retrieving and validating data
needed by an organisation about its human resources.

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

a. Data collection
b. Human Resource Information System
c. Management Information System
d. Maintenance of records
235 Choose the correct option, where Human Resource a
Information System can be used.
a. Succession planning
b. Retirement
c. Designing jobs
d. Inducting new hires
236 What techniques are used while analyzing the internal d
supply?
a. Inflows and outflows
b. Turnover rate
c. Conditions of work and absenteeism
d. All of the above
237 Complete the following formula to calculate turnover c
rate.

(Number of separations during one year / ______) X 100

_________
a. Average number of persons X number of working days
b. Average number of working days
c. Average number of employees during the year
d. Average number of leaves
238 Which of the below mentioned option is not a retention d
plan?

a. Performance appraisal
b. Compensation plan
c. Induction crisis
d. Voluntary retirement Scheme
239 Which of the following is a barrier while doing human a
resource planning?
a. HR information often is incompatible with the
information used in strategy formulation
b. Implementing human resource information system
c. Managing inventories
d. Supply forecast
240 What are the pre- requisites for successful human d
resource planning?
a. Backing of top management
b. Personal records must be complete
c. Techniques of planning should be the best
d. All of the above

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

241 Which of the following is requisite for a typical a

succession planning?
a. Career counseling
b. Performance appraisal
c. Compensation plan
d. Employees quitting
242 ..... is an awareness and an honest caring about another b
individual's culture.
A) Cultural accommodation
B) Cultural empathy
C) Cultural sympathy
D) Cultural savvy
243 Which of the following best describes a self-reference a
criterion?
A) Unconsciously referring to our own cultural values
B) Analyzing our culture more than we analyze other
cultures
C) Referring to other cultures in order to understand our
own culture
D) Looking to expert opinions about culture before
forming our own opinions
244 Which of the following terms refers to the belief that the d
management techniques used in one's own country are
best no matter where or under what conditions they are
applied?
A) geocentrism
B) nationalism
C) parochialism
D) ethnocentrism
245 Which of the following terms refers to assuming that c
every member of a society or subculture has the same
characteristics or traits, without regard to individual
differences?
A) diversifying
B) posturing
C) stereotyping
D) subsidizing
246 Managers in ________ cultures separate their work and b
private lives, and they tend to be open and direct when
communicating with co-workers.
A) diffuse-oriented
B) specific-oriented
C) universal-oriented
D) particular-oriented
247 If you are born and raised in an achievement society, c
your source of status will most likely be based upon your

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 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

________.
A) father's occupation
B) age
C) level of education
D) gender
248 Which of the following is most likely a true statement d
regarding the Mexican business culture?
A) Work is a sacred duty for both men and women.
B) Group harmony at work is essential to success.
C) Workers are primarily focused on the future.
D) Leisure time is more important than work.
249 The complete absorption of one company by another, a
wherein the acquiring firm retains its identity and the
acquired firm ceases to exist as a separate entity, is called
a:
A. merger.
b. consolidation.
c. tender offer.
d. divestiture
250 1. The complete absorption of one company by another, a
wherein the acquiring firm retains its identity and the
acquired firm ceases to exist as a separate entity, is called
a. merger.
b. consolidation.
c. tender offer.
d. spinoff.
e. divestiture
251 The acquisition of a firm involved with a different d
production process stage than the bidder is called a _____
acquisition.
a. Conglomerate
b. forward
c. Backward horizontal.
d. Vertical
252 Which influential thought leader is known as the father of b
scientific management?
A) Dale Carnegie
B) Frederick W. Taylor
C) W. Edwards Deming
D) Peter F. Drucker
253 The term “core competency,” was coined by which of the b
following influential business thinkers?
A) W. Edwards Deming
B) C.K. Prahalad
C) Ken Blanchard
D) Frederick W. Taylor

Dr. Meena Sharma

www.dimr.edu.in
 DNYANSAGAR INSTITUTE OF MANAGEMENT AND RESEARCH

254 Which part of the management process includes d

measuring results, comparing results to expectations, and
taking corrective action to bring results in to line?
A) planning
B) organizing
C) leading
D) controlling
255 . Economic uncertainty, regulatory requirements, and d
new competitors are examples of what type of factors
that affect managers?
A) intrapersonal factors
B) internal factors
C) interpersonal factors
D) external factors

References: http://testbankwizard.eu/Test-Bank-for-Human-Resource-Management-10th-Edition-by-Mondy & online sources

Dr. Meena Sharma

www.dimr.edu.in