Evolution of HRM and HRIS MCQs
Evolution of HRM and HRIS MCQs
Answer these Evolution of HRM and HRIS MCQs and assess your grip on the subject of Evolution of HRM and HRIS.
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1: Organization adopts the practices that work most effectively for it rather than adopting industry wide best practices.this statement is related to _____.
A. “Best-fit” approach to strategic HRM
B. “Best-practice” approach to strategic HRM
C. Business process reengineering
D. None of these
2: Best-practice” approach to strategic HRM is used by researchers in which organizations adopt industry-recognized best practices and use them in their organization.
A. True
B. False
3: The analysis and redesign of workflow to improve an organization’s efficiency and effectiveness is known as
A. Business process reengineering3
B. Electronic human resource management
C. Enterprise resource planning
D. All of these
4: The implementation and delivery of HR functionality enabled by an HRIS that supports employees and their people-related decisions is known as _____ .
A. Electronic human resource management
B. Enterprise resource planning
C. HR balanced scorecard
D. None of these
5: ERP modules are integrated primarily through a common set of definitions and a common database.
A. True
B. False
6: Define HR balanced scorecard
A. An approach to measuring the value of the human resource function by identifying the key value-added HR activities
B. Measures used to evaluate the functioning of HR programs and as benchmarks for the total HRM department
C. Both a & b
D. None of these
7: HR metrics used to _______ of HR programs and as benchmarks for the total HRM department.
A. Evaluate the functioning
B. Process th functioning
C. Both a & b
D. None of these
8: Human resource management is an integral part of the organizational system dealing with _______ that aims to attract.
A. Strategies
B. Policies
C. Practices
D. All of these
9: A systematic approach to estimating the future needs of a company for human capital in terms of labor and supply is known as ______ .
A. Human resources planning
B. Information technology
C. Job analysis
D. None of these
10: Job analysis is the process of systematically obtaining information about jobs by determining the _______ of jobs.
A. Duties
B. Tasks
C. Activities
D. ALL of these
11: Job description is a written summary of the _______ that defines the working contract between the employee and the organization.
A. Duties
B. Tasks
C. Activities
D. ALL of these
12: A type of information system designed to provide detailed data to aid managers in performing day-to-day activities is known as ______ .
A. Management information system
B. Scientific management
C. Both a & b
D. None of these
13: Patient Protection and Affordable Care Act is a federal law passed in
A. 2010
B. 2011
C. 2012
D. 2013
14: A capital budgeting metric in which the flow of benefits that result from an investment is compared with the cost of the investment.This statement related to
A. Management information system
B. Scientific management
C. Return on investment
D. None of these
15: A management theory that focuses on the application of engineering and science principles to improve workflows and efficiency in production is known as ______ .
A. Management information system
B. Scientific management
C. Return on investment
D. None of these
16: Goal of strategic human resource management is
A. Advance flexibility innovation
B. Competitive advantage
C. Both a & b
D. None of these
17: Traditional HR activities involve HR programs such as planning, recruiting, selection, training, compensation, and performance management.
A. True
B. False
18: Transactional HR activities record keeping are important but add little value to the competitive position of the organization.
A. True
B. False
19: Those strategic-level activities that focus on adding value to the organization is known as
A. Analysts or power users
B. Transformational HR activities
C. Transactional HR activities
D. None of these
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Evolution of HRM and HRIS MCQs
