Q121. What does the term “compensation” refer to in the context of human resources? Answer: a) Employee benefits and perks
a) Employee benefits and perks
b) Employee performance evaluation
c) Employee job responsibilities
d) Employee recruitment process
Answer
Q122. How can a company promote employee retention? Answer: a) Offering competitive salaries and benefits
a) Offering competitive salaries and benefits
b) Implementing strict disciplinary measures
c) Reducing job responsibilities and workload
d) Ignoring employee concerns and grievances
Answer
Q123. What is the purpose of administering a wage and salary structure? Answer: d) To create a structured system for determining employee compensation
a) To establish a flexible work schedule
b) To ensure equal pay for all employees
c) To manage employee grievances
d) To create a structured system for determining employee compensation
Answer
Q124. What is the purpose of a grievance handling procedure? Answer: c) To resolve conflicts between employees and management
a) To identify high-potential employees
b) To measure employee job satisfaction
c) To resolve conflicts between employees and management
d) To design employee training programs
Answer
Q125. How can discipline be effectively implemented in an organization? Answer: b) By providing clear guidelines and consistent enforcement
a) By imposing severe penalties for minor infractions
b) By providing clear guidelines and consistent enforcement
c) By promoting a culture of fear and intimidation
d) By ignoring employee misconduct
Answer
Q126. What is the impact of attrition on an organization? Answer: c) Loss of skilled employees and increased recruitment costs
a) Improved employee morale and job satisfaction
b) Increased employee productivity and efficiency
c) Loss of skilled employees and increased recruitment costs
d) Higher employee retention rates and reduced turnover
Answer
Q127. What factors should be considered in designing an effective retention strategy? Answer: a) Providing competitive compensation and benefits
a) Providing competitive compensation and benefits
b) Promoting a hostile work environment
c) Ignoring employee feedback and suggestions
d) Offering limited opportunities for career growth
Answer
Q128. What is the primary purpose of job evaluation? Answer: d) To determine the relative worth of different jobs
a) To identify top-performing employees
b) To establish a hierarchy within the organization
c) To assess employee job satisfaction
d) To determine the relative worth of different jobs
Answer
Q129. What is the role of a wage and salary structure in compensation management? Answer: c) To establish a fair and consistent pay system
a) To enforce employee discipline
b) To measure employee job performance
c) To establish a fair and consistent pay system
d) To implement employee benefits programs
Answer
Q130. What is the purpose of discipline in an organization? Answer: b) To establish a code of conduct for employees
a) To reward high-performing employees
b) To establish a code of conduct for employees
c) To determine employee job responsibilities
d) To attract potential employees
Answer
Q131. Which of the following is a consequence of attrition? Answer: c) Loss of skilled employees
a) Decreased recruitment costs
b) Increased employee loyalty
c) Loss of skilled employees
d) Improved employee engagement
Answer
Q132. How does a wage and salary structure contribute to employee motivation? Answer: b) By providing monetary rewards
a) By increasing job responsibilities
b) By providing monetary rewards
c) By reducing employee workload
d) By offering flexible work hours
Answer
Q133. Which of the following is a primary objective of people analytics in HRM? Answer: b) Enhancing employee engagement and productivity
a) Identifying and resolving employee conflicts
b) Enhancing employee engagement and productivity
c) Streamlining recruitment and selection processes
d) Improving organizational culture and climate
Answer
Q134. People analytics in HRM involves the use of: Answer: b) Data and statistical analysis to make HR decisions
a) Technology to automate HR processes
b) Data and statistical analysis to make HR decisions
c) Psychological assessments to evaluate employee performance
d) Social media platforms for employee communication
Answer
Q135. What is the primary purpose of an HRIS? Answer: c) Storing and organizing HR-related information
a) Managing employee benefits and compensation
b) Tracking employee attendance and time-off
c) Storing and organizing HR-related information
d) Facilitating employee training and development
Answer
Q136. Which of the following is a key benefit of implementing an HRIS? Answer: c) Improved accuracy and efficiency in HR processes
a) Reduction in employee turnover
b) Increased employee job satisfaction
c) Improved accuracy and efficiency in HR processes
d) Enhanced employee performance evaluation
Answer
Q137. What is a major challenge faced by organizations in implementing HRIS? Answer: b) High initial implementation costs
a) Difficulty in accessing HR data remotely
b) High initial implementation costs
c) Limited customization options
d) Incompatibility with existing HR systems
Answer
Q138. Which of the following is an emerging trend in HRIS? Answer: b) Implementation of blockchain technology
a) Integration with social media platforms
b) Implementation of blockchain technology
c) Shift towards paper-based HR records
d) Outsourcing of HR functions to third-party vendors
Answer
Q139. A multigenerational workforce refers to: Answer: c) A workforce with employees from different age groups
a) A workforce with employees from multiple countries
b) A workforce with employees from different educational backgrounds
c) A workforce with employees from different age groups
d) A workforce with employees from various industries
Answer
Q140. What is a key benefit of managing a multigenerational workforce effectively? Answer: d) Enhanced innovation and creativity
a) Increased diversity in organizational culture
b) Higher employee turnover rates
c) Reduced need for employee training
d) Enhanced innovation and creativity
Answer
Q141. What does a flexible workforce typically consist of? Answer: b) Temporary or contract workers
a) Full-time employees working remotely
b) Temporary or contract workers
c) Employees with flexible work schedules
d) Part-time employees with fixed schedules
Answer
Q142. Which of the following is a primary advantage of a flexible workforce? Answer: c) Greater adaptability to changing business needs
a) Increased job security for employees
b) Higher levels of employee commitment
c) Greater adaptability to changing business needs
d) Improved employee work-life balance
Answer
Q143. How does technology support HRM functions? Answer: b) By automating administrative HR tasks
a) By replacing the need for human HR professionals
b) By automating administrative HR tasks
c) By eliminating the need for employee training
d) By streamlining employee performance evaluations
Answer
Q144. Which of the following technologies is commonly used for recruitment and selection? Answer: a) Artificial Intelligence (AI)
a) Artificial Intelligence (AI)
b) Virtual Reality (VR)
c) Augmented Reality (AR)
d) Internet of Things (IoT)
Answer
Q145. Technology can facilitate employee training and development through: Answer: d) All of the above
a) Virtual reality simulations
b) Gamification of learning modules
c) Social media integration
d) All of the above
Answer
Q146. What is the potential downside of excessive reliance on technology in HRM? Answer: c) Data privacy and security concerns
a) Increased HR costs
b) Decreased employee satisfaction
c) Data privacy and security concerns
d) Limited access to HR information
Answer
Q147. Which of the following is an example of HR technology used for employee performance management? Answer: c) Performance management software
a) Applicant tracking system
b) Learning management system
c) Performance management software
d) Payroll management system
Answer
Q148. Technology-enabled HRM practices can contribute to: Answer: b) Enhanced HR decision-making
a) Reduced employee engagement
b) Enhanced HR decision-making
c) Decreased organizational productivity
d) Increased employee turnover
Answer
Q149. How can technology support employee engagement in HRM? Answer: a) By automating employee feedback processes
a) By automating employee feedback processes
b) By reducing employee recognition programs
c) By limiting employee access to HR information
d) By enforcing strict work-from-home policies
Answer
Q150. Which of the following is a potential ethical concern related to technology use in HRM? Answer: a) Bias in algorithmic decision-making
a) Bias in algorithmic decision-making
b) Limited employee access to HR information
c) Lack of technological infrastructure
d) Insufficient HR training for employees
Answer
Q151. What is the role of technology in promoting diversity and inclusion in HRM? Answer: a) Identifying and reducing bias in HR processes
a) Identifying and reducing bias in HR processes
b) Restricting access to HR information
c) Minimizing employee feedback and engagement
d) Limiting employee access to training resources
Answer
Q152. Which of the following technologies can support effective employee communication in HRM? Answer: a) Intranet portals
a) Intranet portals
b) Fax machines
c) Physical bulletin boards
d) Printed memos
Answer
Q153. What is the main difference between Personnel Management (PM) and Human Resource Management (HRM)? Answer: a) PM focuses on administrative tasks, while HRM emphasizes strategic management.
a) PM focuses on administrative tasks, while HRM emphasizes strategic management.
b) PM is concerned with employee training, while HRM focuses on recruitment.
c) PM is a traditional approach, while HRM is a modern concept.
d) PM is applicable to small organizations, while HRM is for large corporations.
Answer
Q154. Which of the following best describes the scope of Human Resource Management? Answer: d) All of the above
a) Employee performance evaluation
b) Payroll management
c) Training and development
d) All of the above
Answer
Q155. What is the significance of effective HRM practices in an organization? Answer: d) All of the above
a) Improved employee morale and satisfaction
b) Increased productivity and performance
c) Enhanced organizational reputation
d) All of the above
Answer
Q156. Which of the following is an essential element of sound HR policies? Answer: a) Equal opportunity and diversity
a) Equal opportunity and diversity
b) Performance appraisal methods
c) Employee recruitment techniques
d) Health and safety regulations
Answer
Q157. Human Resource Management is primarily concerned with: Answer: b) Human capital development and utilization
a) Financial management of an organization
b) Human capital development and utilization
c) Marketing strategies and sales promotion
d) Research and development activities
Answer
Q158. The evolution of HRM has shifted its focus from: Answer: a) Operational tasks to strategic partnership
a) Operational tasks to strategic partnership
b) Recruitment to downsizing
c) Training to outsourcing
d) Employee benefits to cost-cutting measures
Answer
Q159. HRM’s role in an organization includes: Answer: a) Managing employee relations
a) Managing employee relations
b) Conducting financial audits
c) Setting sales targets
d) Developing marketing campaigns
Answer
Q160. Effective HR policies can contribute to: Answer: c) Improved employee engagement
a) Higher employee turnover rates
b) Decreased employee motivation
c) Improved employee engagement
d) Decreased organizational performance
Answer
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