Test Bank

1. Remuneration or amount given to an employee for exemplary performance.

 Reward
2. Internal recruitment method that creates vacancy for the firm’s manpower onboard is?
 Promotion
3. Intellectual capital is an intangible asset of a firm.
 True
4. Recruitment comes first before selection.
 True
5. A selection process that needs reliability and validity.
 Selection Test
6. Organizations’ par services and satisfaction for external stakeholders-customers, suppliers, public
and investor is?
 Relational Capital
7. Company’s image has same message with firm’s brand?
 True
8. Matching people for the right job follows our learned guide “No square peg for a round hole”
 True
9. Attributed component factors for human capital are: skills, education, and capacity to be
productive.
 True
10. Promotion and campus recruitment are external recruitment methods.
 False
11. A physical/health fitness test should be passed by a candidate before job offering is called.
 Medical examination
12. Utmost utilization/acquisition of modern facilities for innovation and market domination for
competitive operation.
 (-Asset-Innovative strategy- Structural capital- Interview)
13. In hiring, profiling by age, gender, religion is satisfying vacancies/demand by hiring external
factor?
 Demographic
14. Proper evaluation of performance data plus (+) CV details offers better quality of job applicants.
 True
15. Human, relational and structural-intellectual capital as an identity or brand for productivity,
customer service, goal attainment, competitiveness should be owned by?
 Firm/Company/ Organization
16. Retention can be sustained and solved by rewards/incentives at all times.
 False
17. Face-to-face conversation, friendly talks, meeting between employer and applicants.
 Interview
18. Getting right people for the right job at the right time from the shortlisted applicants.
 Selection
19. Human capital skills that only one or very few employers might be interested in, is?
 Specific
20. Talent management/forecasting, training and scholarship grant are but part of employee
development program of a firm in preparation for succession.
 True
21. The process of searching and obtaining pool of qualified job applicants.
 Recruitment
22. We have only two defined/most common interviews in recruitment: preliminary and employment.
 True
23. Human capital- knowledge and skills that several different employers find useful.
 General
24. Lack of manpower/employee/ job vacancies in the firm means there is a?
 Demand
25. Company’s program for smooth transition in cases like employees’ retirement, death and or
dismissal.
 Succession plan
26. Getting/recruiting replacement for promoted employee is through outside job posting or?
 Advertisement/agency/referrals
27. Employee retention is well influenced in general by:
 Employer’s brand/prestigious company identity
28. Incentives is synonymous with rewards by effects in proper implementation.
 True
29. Job offering is given after signing the appointment paper/employment contract.
 False
30. We don’t have to rely that much from the applicants given references.
 True

1. The company has the full control and legally mandated benefits and obligatory responsibility to
implement benefits like uniform, gasoline allowance or profit sharing.
 False
2. Purpose or objective of compensation.
 All of the above, Attract and retain, concern and care for employees, motivate
3. Benefit components or form.
 All of the above, salary, long-short term, termination, post-employment
4. Select one:
 profit sharing
5. Salary and wages are both compensation but of different sense of application and meaning or
definition.
 True
6. Remunerations other than cash in exchange of rendered services by employees as motivator is?
 Fringe benefits
7. Fringe benefits of all forms boost moral employee’s morale and performances.
 True
8. Failure to pay an employee with minimum wage or what is prescribed by law will result to
employer-employee conflict, a labor relation issue.
 True
9. Considered profit sharing plan.
 Cash or deferred and distributed at retirement, death or during disability cases
10. Compensated time but not worked or no services were made.
 Legal holiday, vacation or sick leave
11. Prerequisite over and above the salary, its is in kind or non-cash format.
 -Indirect compensation
12. Desperate job needs or over supply of labor tends to cause disrupted payment of salaries.
 True
13. Complying to legal regulations or mandated by law employees must be assured of fringe benefits
like SSS, PhilHealth, and PAGIBIG?
 True
1. The company cannot reduce the given salary to an employee but freezing may be a solution?
 True
2. Theories of compensation really motivates, includes productivity and profitability.
 True
3. Compensation reduces moral of performing employees.
 False
4. Complying legal regulations and assurance of equity among employees are said to be goals of
compensation?
 True
5. Pay structure has nothing to do with proper compensation management.
 False
6. Incentives is synonymous with rewards by effects in proper implementation.
 True
7. Minimum wage is dependent on the capacity of firm capacity to pay or on its resources?
 False
8. Remuneration given in return/ exchange of rendered services.
 compensation
9. Deception in online interviews and application are also HRM concerns in getting right talent
 True
10. The theory that is best defined by equal pay for equal work
 equity theory
11. Technological outcome like robotics and IT solutions for communication can be considered
challenges in HRM world for the 21st century.
 True
1. A career can be seen as the pattern of work-related experience that spans the course of a person’s
life, an evolving sequence of a person’s work experience over time, the sequence of employment-
related positions, roles, activities, and experiences encountered by a person, or as a process of
development along a path of experience and roles in one or more organizations.
 Career
2. Performance appraisal is a tool for giving employees chances _____ in many ways?
 be imporved
3. Appraisers leniency ---- Via --- compromises rating and tends to dissatisfy employees
 true
4. Performance appraisal facilitate accurate and fast decision making for the administration
 true
5. Communication is number one component of performance management of a successful
organization
 True
6. Methods guides requirements for individuals advancement work light from company to company
 Career Mapping
7. Uncertain employee comparison with one another or with against standards is called
 Rating Game
8. Unacceptable or contested impact of performance appraisal for non performing employee is most
likely a disciplinary action dismissal to the extent
 True
9. Flip side of consequence
 Rewards/ Promotion
10. Setting career goals and processes of accomplishing them for the future fulfilled and happy life
 Career planning
11. Performance management is needed to boost the morale
 True