Human Resource Development MCQs with Answers

1. In the present business environment, HR plays a _______ role in realizing the business goals
a. Strategic
b. Technical
c. Vital
d. Very important
Ans. a

2. True/False:- The major challenge for the HR contribution towards the overall organization performance
a. False
b. True
c. Can’t say
d. Incomplete
Ans. B

3. Balance scorecard was designed by

a. Robert Kaplan
b. David Norton
c. Both a & b
d. All
Ans. c

4. Human Resource can be turned as

a. Non-renewable resource
b. Natural resource
c. Infinite renewable resource
d. All of the above
Ans. C

5. An organization can develop only when it’s ______ are developed

a. All resource
b. Human resources
c. Financial resources
d. Both a & b
Ans. B

6. The _______ of any organization are the backbone, who plays a stupendous role.
a. Employer
b. Worker
c. Employees
d. Labor
Ans. c

7. True/False:-
Human resource development is an integral part of human resource management, which is wider in its approach
and does not relate only in providing formal qualification
a. False
b. True
c. Incomplete
d. Non of the above
Ans. b
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8. _______ have made clear that HRD is innate for the very existence of the organization
a. Increase in the very existence of the organization
b. Liberalization
c. Developmental & productive activities
d. None of the above
Ans. A

9. ______ is a factor, which is forcing the business organizations to reconsider their laisser-faire attitudes to
training.
a. National competition
b. International competition
c. Global competition
d. All of the above
Ans. C

10. It is a method of intervening is an systems

a. Process consultation
b. Survey feedback
c. Managerial grid
d. Goal setting
Ans. A

11. In this method data related to the attitude of employees about wage level, structure, hours of work and
working conditions are collected
a. Process consultation
b. Survey feedback
c. Goal setting
d. Managerial grid
Ans. B

12. ______ is an extremely popular OD intervention

a. MBO
b. MBR
c. PPS
d. None of the above
Ans. A

13. ______ improve the performance and result in self-change of an individuals

a. OD practices
b. Team development
c. OD exercises
d. Sensitivity training
Ans. C

14. _____ helps to improve the communication skills of the employees and develops them a good listeners
a. Team development
b. Sensitivity training
c. OD exercises
d. All of the above
Ans. B

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15. Performance management focuses on ______ performance planning and improvement rather than
retrospective performance appraisal
a. Future
b. Fast
c. Present
d. None of the above
Ans. A

16. Performance standards are used when not possible to set ______
a. Intended results
b. Time based targets
c. Observable results
d. All of the above
Ans. B

17. “Recourse the actions” provides

a. Coaching
b. Training
c. Guidance
d. All of the above
Ans. D

18. Assessing results against standard

a. Measurement
b. Feedback
c. Exchange
d. Positive re-enforcement
Ans. A

19. Founding father of TQM was

a. Blake and Mouton
b. W.E Deming
c. Dale S. beach
d. All of the above
Ans. B

20. Base pay can be expressed on

a. Annual basic
b. Weekly basis
c. Hourly rate
d. All of the above
Ans. D

21. The pay roll costs can compromise ______ or more of the total costs incurred by an organization
a. 60%
b. 70%
c. 55%
d. 48%
Ans. B

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22. The ______ system is the most basic individual incentive system.
a. Unit based
b. Piece-rate
c. Hourly
d. None of the above
Ans. B

23. Industrial relations are plant community life” –said by

a. Rober Over
b. Dalye Yadav
c. Peter Ducker
d. Federick Taylor
Ans. C

24. Through good _______, we can encourage collective bargaining

a. IR
b. Rewards system
c. Incentives
d. HR programs
Ans. A

25. The ______ acts as a mediator and custodian

a. Government
b. Organization
c. CEO
d. Employer
Ans. A

26. The difference between the demands of the employes and employee results in
a. Misunderstanding
b. Conflict
c. Miss behavior
d. Low morale
Ans. B

27. ______ consider the mass rather than individual

a. IR
b. HRM
c. HRD
d. HRP
Ans. A

28. IR seeks to reconcile. Conflict, _____ to match goals

a. HRP b. HRD c. HRM d. IR
Ans. C

29. ______ the apparent incompatibility between IR and HRM is a major challenge faced by IR
a. Reconciling
b. Harmonizing
c. Both a & b
d. All of the above
Ans. C
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30. Collective bargaining is a form of _______
a. Participation
b. Agreement
c. Contract
d. Negotiation
Ans. A

31. Collective bargaining may take place at the

a. National level
b. Industry level
c. Enterprise level
d. All of the above
Ans. D

32. _______ mechanism is an aspect of two way communication

a. Joint consultation
b. Collective bargaining
c. Both a & b
d. All of the above
Ans. A

33. _______ attached to concessions in the negotiation should be indicated as early as possible
a. Counter proposals
b. Conditions
c. Both a & b
d. None of the above

34. _______ is a tool for evaluating the personal activities of the organization
a. HR audit
b. HR activities
c. HR function
d. HR climate
Ans. A

35. HR activities include

a. Recruitment
b. Selection
c. Manpower planning
d. All of the above
Ans. D

36. The _______ determine the success of corporate strategy

a. HRM climate
b. HR professional
c. HR audit
d. HR planning
Ans. B

37. It is a method by which organization collects, analyses and reports information about people and jobs.
a. HRIS b. HRM c. HRD d. HRP
Ans. A
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38. It relies on consensus and cooperation rather than control or coercion.
a. HRM
b. HRD
c. Performance management
d. Only b
Ans. A

39. “Pay philosophy” examine developments in

a. Strategies
b. Rewards
c. Incentives
d. All of the above
Ans. B

40. Base pay is

a. Basic pay
b. Fixed salary
c. Wage
d. All of the above
Ans. D

41.Performance management is a means of getting better results from the _____, ____ and individuals.
a. Organization, teams
b. Industry, work force
c. Company, employees
d. Superior, subordinates
Ans. A

42. During performance management ______ and _____ should be integrated

a. Learning & revision
b. Learning & work
c. Theoretical & practical
d. None of the above
Ans. B

43. Levels pay be agreed through ______ or by ______

a. Negotiation, collective bargaining
b. Negotiations, individual agreements
c. Contract, agreement
d. Contract, negotiation
Ans. B

44. Total remuneration comprises ______ and _____

a. Financial rewards, employee benefits
b. Financial & non-financial rewards
c. Basic salary, incentives
d. All of the above
Ans. A

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45. IR’s main function is to develop a support between the _____ & _____
a. Employer, employee
b. Top level management, lower level management
c. Management employee
d. All of the above
Ans. C

46. Scope of IR includes collective relations between ______ and ______

a. Union, management
b. Management, employees
c. Superior, subordinates
d. Employer, employee
Ans. A

47. High investment in ______ & ______ enables the absorption of higher wages
a. Education skills
b. Knowledge, skills
c. IT, technical programs
d. Both a & b
Ans. A

48. IR deals with large components of _____, whereas HR deals with _____
a. Rules, policies
b. Regulations, practices
c. Rules & regulations, policies & practices
d. Both a & b
Ans. C

49. Major potential point of conflict between employers and unions is _____ & _____
a. Loyalty & commitment
b. Decisions & orders
c. Compensation & supervision
d. None of the above
Ans. A

50. _____ seeks to reconcile conflicts, _____ to match goals

a. HRP, HRM
b. IR, HRM
c. HRD, IR
d. HRP, IR
Ans. B

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