Human Resource Planning and

Development

MCQs
1. Which of the following factors state the
importance of the Human Resource
Planning?

a. Creating highly talented personnel

b. International strategies
c. Resistance to change and move
d. All of the above
Ans :d

2. A process that is used for identifying and

developing 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
Ans:c

3. Which of the following option is not the

factor that hinders with the human resource
planning process?

a. Type and quality of forecasting

information
 b. Time horizons
c. Environmental uncertainties
d. Unite the perspectives of line and staff
managers
Ans:d

4. Which of these is the purpose of

recruitment?

a. Make sure that there is match between

cost and benefit
b. Help increase the success rate of the
selection process by reducing the number of
visibly underqualified or over qualified job
applicants.
c. Help the firm create more culturally
diverse work - force
d. None of the above
Ans:b

5. A major internal factor that can determine

the success of the recruiting programme is
whether or not the company engages in
______.

a. HRP
b. Selection
c. Induction
d. None of the above
Ans:a
6. While recruiting for non - managerial,
supervisory and middle - management
positions which external factor is of prime
importance?

a. Political - Legal
b. Unemployment rate
c. Labour market
d. Growth and Expansion
Ans:c

7. The poor quality of selection will mean extra

cost on _______ and supervision.

a. Training
b. Recruitment
c. Work quality
d. None of the above
Ans:a

8. 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
 Ans:b

9. . ___________ is accepting solutions that

are "good enough".

a. Bounded rationality
b. Satisficing
c. Escalation of commitment
d. None of the above
Ans. B

10. In an organisation initiating career

planning, the career path model would
essentially form the basis for

a. Placement
b. Transfer
c. Rotation
d. All of the above
Ans. d

11. In career development focus, the

information about individuals interests and
preferences is part of

a. Training and development

b. Performance appraisal
c. Recruitment and selection
d. Human resource planning
Ans. d
12. The process of searching for prospective
employees and stimulating them to apply for
jobs in an organization is termed as

a. Promotion
b. Recruitment
c. Selection
d. Placement
Ans. b

13. To anticipate the human resource needs of

the organization based on some previous
data or managerial judgment is known as:

a. Demand forecasting
b. Supplies forecasting.
c. Financial forecasting
d. Sales forecasting
Ans. b

14. ________________ is commonly used by

IT companies to assign their costly activities
to outside providers for the purpose of cost
saving as well as using of HR expertise in
other companies.

a. Planning. b. Decentralization.
c. Restructuring d. Outsourcing .
Ans. d
15. A system used to acquire, store,
manipulate, analyze, retrieve, and distributed
information related to the company's human
resources is called a(n) _______________

a. HRIS. b. Progressive discipline system.

c. IRS d. Contingent workforce system.
Ans. a

16. The people who perform tasks in a wide

variety of human resource-related areas are
called

a. HR Executives
b. HR Generalists.
c. HR Specialist
d. All of the given options.
Ans.d

17. The extent to which an employees work

meets his professional needs is termed as

a. Quality of work life

b. Quality circles
c. Quality program
d. Quality cycle
Ans. a

18. The right to give orders and the power to

exact obedience from others int he process
of discharging the responsibility is termed as
 a. Authority
b. Accountability
c. Responsibility
d. Adaptability
Ans. a

19. One of the following is not a managerial

function of HRM

a. Planning
b. Organizing
c. Staffing
d. Retrenching
Ans. d

20. All except one of the following are the

different aspects of HRD

a. Job evaluation
b. Training and
c. Career planning
d. Performance appraisal
Ans a

21. . Decision making is faster in a

a. Tall organization
b. Flat organization
c. Centralised organization
d. None of the above
Ans.b
22. . _______ should not be one of the first
steps in dealing with surplus manpower for a
short period

a. Leave of absence without pay

b. Work sharing
c. Loaning
d. Retrenchment
Ans. d

23. Employee referrals is a/an ________

source of recruitment
a. External b. Internal
c. Hybrid d. None of the above
Ans.b

24. A control technique that helps in

measuring the cost and value of people for
an organization and helps management to
value human resources is

a. Human resource accounting

b. Employee control systems
c. Organizational control systems
d. Value based accounting
Ans. a

25. The practice of working at home or while

traveling and at the same time keeping in
contact with the office is termed as

a. Telecommuting
b. Job sharing
 c. Flexitime
d. Condensed work
Ans. a

26. . ________ helps organizations identify

employee strengths and weaknesses to
determine avenues for their career
development

a. Gap analysis
b. Individual assessment
c. Organizational assessment
d. Opportunity analysis
Ans. b

27. Career planning and development

programs for employees

a. Increase employee frustration

b. Promote only a lucky few
c. Increase the employee turnover rate
d. Ensure future availability of resources
Ans. d

28. . Reassignment of an employee to a higher

level job that involves greater responsibility
or status or pay is termed

a. Transfer
b. Cross functional transfer
c. Demotion
d. Promotion
Ans. d
29. A good recruitment policy

a. Is flexible enough to accommodate

changes in the organization
b. Has its own policies and does not comply
with government policy on hiring
c. Requires more investment for the
organization
d. Ensures short term employment
opportunities for its employees
Ans. a

30. Which of the following is not an external

environmental factor that determines the
effectiveness of an recruitment program

a. The situation in the labor market

b. The stage of development of the industry
c. Culture, social attitudes and beliefs
d. Geographical location of the job
Ans. d

31. The important information that has to be

furnished in an advertisement includes

a. Location or place of work

b. Nature of job
c. Tasks and responsibilities
d. All of the above
Ans. d
32. A software firm has a vacancy for the post
of Vice President( operations). Which of the
following methods of recruitment would you
suggest

a. Employment pages of a national daily or

business magazine
b. Advertisement in a local daily
c. Campus placement
d. Listing of the vacancy on a placard
outside the organization
Ans. a

33. In an application form design, questions

on all the following are ethical. Except__

a. The educational qualification of the

employee
b. The name and addresses of individuals
who can be contacted for reference checks
c. Salary drawn by the candidate in the last
job
d. Issues that concern the privacy of the
applicant
Ans. d

34. The extent to which employees are aware

of their interests, skills, strengths and
weaknesses regarding their career goals is
termed

a. Career motivation
 b. Career resilience
c. Career insight
d. Career identity
Ans. c

35. Evaluation of an employees performance

by his colleagues is called

a. Peer appraisal
b. Management by objectives
c. Formal appraisal
d. Group appraisal
Ans.a

36. What was the traditional term used for

HRP and the one often associated with
personnel management?

a. Gap analysis
b. Human resource planning
c. Employee planning
d. Manpower planning
Ans. d

37. Total Quality Management (TQM)

focuses on

a. Employee
b. Customer
c. Both (a) and (b)
d. None of the above
Ans. c
38. Why are employers interested in
employee engagement?

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
Ans. c

39. Which of the below is a form of interview

used in candidate selection?

a. The appraisal interview

b. The competency based interview
c. The disciplinary interview
d. The return to work interview
Ans. b

40. The interview is used as a method for

determining:

a. The personality of the candidate

b. The degree of fit between the applicant
and the demands of the job.
c. His/her age.
d. Physical attributes
Ans. b
41. . Demand for human resources and
management is created by

a. Expansion of industry
b. Shortage of labor
c. Abundance of capital
d. Consumer preferences
Ans.a

42. The type of cooperative in which the

trainees have on-the-job experience with the
guidance of skilled supervisor is called as

a. School-to-work transition
b. Distance training
c. Internships
d. Apprentice training
Ans. d

43. Which of these is an off - the - job

training method?

a. Television
b. Job rotation
c. Orientation training
d. Coaching
Ans. a
44. Which of these is the main purpose of
employee assessment?

a. Making correct decisions

b. To effect promotions based on
competence and performance
c. Establish job expectations
d. None of the above
Ans. b

45. 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

46. Which of the following is a group training

need identification ?

a. Attitude survey
b. Work sample
c. Exit interview
d. Supervision
Ans. c

47. To add value to HRM, the use of an HRIS

is primarily focused on which of the
following kind of tasks ?
 a. Transactional
b. Benchmarking
c. Transformational
d. Re-engineering
Ans. c

48. Advances in technology have enabled

HRIS to expand functionality and breadth in
the support of HRM.

a. True
b. False
Ans.a

49. The actual performance is compared with

standard performance to

a. Identify the gap

b. Giving them training
c. Improve performance
d. All of the above
Ans. a

50. -----------is an estimation of how an

employee did while ---------is an estimation
of how well he might do.

a. Performance appraisal, potential

appraisal
b. Potential appraisal, Performance
appraisal
c. Peer appraisal, potential appraisal
 d. Group appraisal, peer appraisal
Ans. a

51. Which one is the better option to make

decision in respect of promotion of
employees?

a. Performance appraisal
b. Potential appraisal
c. 360 degree performance
d. Peer appraisal
Ans. b

52. Human Resource Management aims to

maximize employees as well as
organizational

a. Effectiveness
b.Economy
c. Efficiency
d. Planning
Ans. a

53. Why is it important to ensure that HR

plans are flexible?

a. To accommodate changes to senior

management teams
b. To adapt to changing skills and
qualifications
c. To accommodate the rapidly changing
environment in which most organizations
operate
 d. To ensure a diverse labour force is
maintained at all times
Ans. c

54. The poor quality of selection will mean

extra cost on _______ and supervision.

a. Training
b. Recruitment
c. Work quality
d. none of the above
Ans. a

55. Human Resource departments

are______________

a. Line departments
b. Authority department
c. Service department
d. Functional department
Ans. c

56. Resources and capabilities that serve as a

source of competitive advantage for a firm
over its rivals are called _______________.

a. Core competency
b. Core competence
c. Competitive advantage
d. Competency
Ans. a
57. Human Resource planning is compulsory
for ______________.
a. effective employee development
programme
b. Base for recruitment
c. Base for selection policy
d. All of these
Ans.d

58. Ability to perform exceptionally well and

increase the stock of targeted resources
within the firm is called ___________.
a. Productivity
b. Efficient
c. Effective
d. competency
Ans. d

59. Skills inventory, replacement charts,

Markov analysis, regression analysis all are
types of ____________.
a. Redundancy plan
b. Training plan
c. Retention plan
d. Forecasting methods
Ans. d

60. In-basket training is involved in

a. Vestibule training
b. On-the job training
c. simulation
d. coaching
Ans. c
 61.

62. ncreasing competitiveness by improving

HR operations and improving management
63. processe

64. To add value to HRM, the use of an HRIS

is focused primarily on increasing which of
the
65. following kind of tasks or activities?
66. A. transactional
67. B. benchmarking
68. C. transformational
69. D. re-engineer
70. To add value to HRM, the use of an HRIS
is focused primarily on increasing which of
the
71. following kind of tasks or activities?
72. A. transactional
73. B. benchmarking
74. C. transformational
75. D. re-engineering
To add value to HRM, the use of an HRIS is focused
primarily on increasing which of the
following kind of tasks or activities?
A. transactional
B. benchmarking
C. transformational
D. re-engineering