MBA 3rd Human Resources Management

MCQ's
1) In order for Hollis Construction to be in full compliance with the Americans with Disabilities
Act, the manager needs a ________ for each position to validate all human resource activities.
A) performance appraisal B) compensation schedule
C) workflow system D) job analysis
Answer: D
2) The ________ lists a job's specific duties as well as the skills and training needed to perform
a particular job.
A) organization chart B) job analysis
C) work aid D) job description
Answer: D
3) Job ________ means assigning workers additional same-level activities.
A) enrichment B) assignment
C) enlargement D) rotation
Answer: C

4) The rethinking and redesign of business processes to achieve dramatic improvements in

performance is called ________.
A) job redesign B) reengineering
C) process engineering D) job enlargement
Answer: B
5) Which of the following provides a summary of a firm's intended direction and shows, in
broad terms, "what we want to become"?
A) mission statement B) strategic plan
C) vision statement D) marketing plan
Answer: C
6) Which of the following refers to any factors that allow a company to differentiate its product
or service from those of its competitors to increase market share?
A) functional strategy B) competitive advantage
C) distinctive competency D) related diversification
Answer: B

7) ________ is the right to make decisions, to direct the work of others, and to give orders.
A) Leadership B) Authority
C) Management D) Responsibility
Answer: B
8) ________ refers to the tendency of firms to extend their sales, ownership, and/or
manufacturing to new markets abroad.
A) Expansion B) Globalization
C) Export growth D) Diversification
Answer: B
9) What term refers to the knowledge, skills, and abilities of a firm's workers?
A) human resources B) human capital
C) intangible assets D) contingent personnel
Answer: B
10) Which of the following areas is NOT a major area where human resource managers assist
and advise line managers?
A) recruiting B) hiring
C) compensation D) performance management
Answer: D
11) The basic function of the management process include all of the following Except_______.
A) Planning B) Organizing
C) Out-Sourcing D) Leading
Ans: C
12) Process in which employer of organization identify problems, set new standards and take
positive steps for corrections is classified as:
A) Confirmative action B) Reverse action
C) Affirmative action D) protective action
Ans:C

13) Procedure which is based on analysis of present and past data to determine system
effectiveness is classified as:
A)Human resource audit B)Human resource research
C)Human resource assessment D)Human staff rating
Ans: (B)

14) Term “Job Enrichment” means

A) Redesigning jobs for workers
B) Assigning additional activities to workers
C) Moving workers from one job to the other
D) Reforming and analyzing the job
Ans:(A)

15) An interview, in which you ask about a candidate's behavior in a certain given situation is:
A) Situational interview B) Situational test
C) Behavioral tests D) Job related questions
Ans:(A)

Long Questions.

Q1. Explain the Islamic Perspective of Husman Resources Management?

Q2. Explain Challenges in Husman Resources Management?
Q3. Explain the Methods of Collecting Job Analysis?
Q4. How many types of Test are in Employee Testing?
Q5. Explain the Types of Interviews?
Q6. Write a Case Study related to job analysis and talent management and explain it with some
possible points.

Terms/Definations for Short Questions

Chapter No 03

1: Strategic Plan
2: Strategy
3: Strategic Management
4: Vision
5: Mission
6: Swot Analysis
7: Strategic Control
8: Competitive Advantage
9: Leveraging
10: Strategic Human Resource Management
11: Matrics
12: HR Scorcard
13: Value Chain Analysis
14: Strategic Map
Chapter No 04

15: Job Analysis

16: Job Description
17: Job Specifications
18: Organization Chart
19: Process Chart
20: Diary/log
21: Position analysis question naire(PAQ)
22: Job Analysis Procedure
23: Functional Job Analysis
24: Writing Job Description
25: Standard Occupational Classification(SOC)
26: Job Enlargement
27: Job Rotation
28: Job enrichment
29: Dejobbing
30: Reengineering
31: Competencies
32: Competency-based Job Analysis
33: Performance Management

Chapter No 05

34: Employment or personnel Planning

35: Trend Analysis
36: Ratio Analysis
37: Ratio Analysis
38: Scatter Plot
39: Computerized forcast
40: Qualifications inventories
41: Personnel replacement chart
42: Position replacement cart
43: Employee recruitment
44: Recruiting yeild pyramid
45: Job posting
46: Succession planning
47: Applicant Tracking System
48: Alternative Staffing
49: On demand recruiting services(ODRS)
50: Applicant form

Chapter No 06

51: Negligent Hiring

52: Reliability
53: Test Validaty
54: Criterion Validity
55: Content Validity
56: Expentency Chart
57: Interest inventory
58: Work Sample
59: Work Sampling Technique
60: Management Assessment Center
61: Situational Test
62: Vedio base Simulations

Chapter No 07

63: Unstructured or Nondirective interview

64: Structured or directive interview
65: Situational interview
66: Behavioral interview
67: Job-related interview
68: Stress interview
69: Unstructured sequential interview
70: Structured sequential interview
71: Pannel interview
72: Mass interview
73: Candidate order error