HRM QUIZ BY Group 12 :

Mukesh Drolia
Partap Malik
Prateek Sharma
Rohit Sharma
Vinisha Jaiswal
RECRUITMENT
&
SELECTION
Q.1

_________ refers to the process of identifying and attracting job seekers so as to build a
pool of qualified job applicants.

A. Selection
B. Training
C. Recruitments
D. Induction
C. Recruitments
Q.2

Rearrange the following steps of recruitment.

I. Searching
II. Evaluation and control
III. Planning
IV. Screening
V. Strategy development

a. III, II, I, V, IV
b. III, V, I, IV, II
c. IV, V, III, I, II
d. II, I, IV, V, III
B. III, V, I, IV, II
Q.3

Which of these is the most important external factor governing recruitments?

A. Sons of soil
B. Labour market
C. Unemployment rate
D. Supply and demand
D. Supply and demand
Q.4

The poor quality of selection will mean extra cost on _______ and supervision.

A. Training
B. Recruitment
C. Work quality
D. None of the above
A. Training
Q.5

Which of these is the purpose of recruitment?

A. Make sure that there is match between cost and benefit

B. Help in increasing the success rate of the selection process by reducing the number
of visibly under qualified or over qualified job applicants.

C. Help the firm create more culturally diverse work - force

D. None of the above

B. Help in increasing the success rate of the selection process
by reducing the number of visibly under qualified or over
qualified job applicants.
Training and development
Q.1

A training technique in which trainees are first shown good Management techniques in a
film, are asked to play roles in a simulated situation, and are given feedback and praise
by the supervisor is ___________________.

A. Behavior Modeling
B. Programmed Learning
C. Intelligent Tutoring
D. Management Games
A. Behaviour Modelling
Q.2

In the strategic training and development process, all except _____ are examples of
metrics showing the value of training.

A. improved quality
B. employee satisfaction
C. reduced turnover
D. increased participation in training programs
D. increased participation in training
programs
Q.3

The following training aims to provide broad training to enable the trainee to take up a
wide variety of tasks within his field of specialization

A. Demonstration
B. On-the-job training
C. Apprenticeship
D. All of the above
C. Apprenticeship
Q.4

Laboratory training is also known by the name

A. Sensitivity Training
B. Job Instruction Training
C. Apprenticeship Training
D. None of the above
A. Sensitivity Training
Q.5

The planned use of networked information and communications technology for the
delivery of training is called

A. E-Learning
B. Role Playing
C. Case Study
D. Programmed Learning
A. E-Learning
PERFORMANCE
APPRAISAL
Q 1.

How performance appraisal can contribute to a

firm's competitive advantage?

a. Ensures legal compliances

b. Minimising job dissatisfaction and turnover
c. Improves performance
d. All of the above
Ans) d. All of the above
Q2.

Successful defenders use performance appraisal for

identifying ____________.

a. Staffing needs
b. Job behaviour
c. Training needs
d. None of the above
Ans) c. Training needs
Q 3.

Analysers tend to emphasise both ______ and

_______ and employee extensive training
programmes.

a. Skill building and skill acquisition

b. Current performance and past performance
c. Strategy and behaviour
d. None of the above
Ans) a. Skill building and skill acquisition
Q4.

In which evaluation method, the evaluator is asked to

describe the strong and weak aspects of the employee’s
behaviour.

a. Graphic rating scale

b. Forced choice
c. Essay evaluation
d. Management by Objective
Ans) c. Essay Evaluation
Q 5.

Method of keeping and reviewing, record of employees'

undesirable behaviour at different time intervals is

a. critical incident method

b. forced distribution method
c. alternation ranking method
d. paired comparison method
Ans) a. Critical Incident Method
Compensation and Benefit
Q.1

Compensation includes

A. Financial Rewards
B. Non-Financial Rewards
C. Both
D. None of these
C. Both
Q.2

Most common and usual form of direct compensation paid in

organizations is

A. Base pay and benefits

B. Base and variable pay
C. Variable pay and benefits
D. All of above
B. Base and variable pay
Q.3

_______ are also called ‘payments by results’.

A. Allowances
B. Claims
C. Incentives
D. Fringe Benefits
C. Incentives
Q.4

One strategic business reason for offering a comprehensive

benefits package to employees is:

A. to help attract and retain employees

B. to beat out the competition
C. to decrease employer operating costs
D. to offer cafeteria-style health care plans to employees
A. to help attract and retain employees
Q.5
_________ involves consolidating salary grades and ranges into
just a few levels or “bands”, each of which contains a relatively
wide range of jobs and salary levels.
A. Job Classification
B. Job Ranking
C. Broadbanding
D. Band Setting
C. Broadbanding
HR AUDIT
Q1.

Which of the following statements is not true about

an HR audit?

A. IT ESTABLISHES A BENCHMARK FOR MEASURING THE PERFORMANCE OF

THE HR DEPARTMENT.
B. IT IS A STATUTORY REQUIREMENT FOR AN ORGANIZATION
C. IT GATHERS DATA ABOUT PEOPLE, PROCESSES, STRUCTURES AND POLICIES
D. IT IS DONE BY INTERNAL EMPLOYEES OR EXTERNAL CONSULTANTS.
Ans) B. It is a statutory requirement for an
organization
Q 2.

Which of the following pieces of information is

normally not considered for HR audit?
A. job description and job specification statements
B. hiring policies, practices and procedures
C. details about exit and other interviews
D. None of the above
Ans) D. None of the above
Q 3.

When the efficiency of the HR activity is measured in

terms of the organizational productivity and cost, it is
called the _______ approach.
A. Internal
B. External
C. Self-directed team
D. Task force
Ans) A. Internal
Q 4.

Which of the following is not a phase of HR Audit?

A. Pre-audit information
B. On-site review
C. Tests of Control
D. Records Review
Ans) C. Tests of control
Q 5.

Which of the following conditions is essential for an

effective HR audit?

A. top management’s commitment

B. clarity in HR audit objectives
C. regularity and continuity
D. All of the above
Ans) D. All of the above
THANK YOU