HRM and the individual MCQs
HRM and the individual MCQs
Answer these HRM and the individual MCQs and see how sharp is your knowledge of HRM and the individual.
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1: The dimension of the employment relationship which refers to the implicit expectations that each part has of the other is referred to as
A. The physiological contract
B. The psychological contract
C. The mental pact
D. The implied relationship
2: The act of expressing organisationally desired emotions during service transactions’: (Morris and Feldman, 1996: 987) is referred to as
A. Mental labour
B. Aesthetic labour
C. Emotional labour
D. Physical labour
3: The Bath People and Performance Model stresses the importance of ‘unlocking’ which of the following to improve individual performance?
A. Discretionary behaviour
B. Implicit behaviour
C. Explicit attitudes
D. Unintended effort
4: The economic dimension of the employment relationship is referred to as the
A. Money–work arrangement
B. Wage–effort bargain
C. Reward–motivation contract
D. Financial agreement
5: The terms of an employment contract can be either
A. Express or implied
B. Hard or soft
C. Definitive or vague
D. Limited or unlimited
6: What is the primary goal of HRM in relation to individuals within an organization?
A. To maximize profits and revenue
B. To create a diverse and inclusive workplace
C. To attract and retain talented employees
D. To implement strict rules and regulations
7: What is the purpose of performance appraisals in HRM?
A. To determine employees' eligibility for promotions
B. To rank employees based on their job performance
C. To provide feedback and evaluate employees' work performance
D. To assess employees' technical skills
8: Which HRM function is concerned with identifying and meeting employees' career development needs?
A. Recruitment and selection
B. Training and development
C. Compensation and benefits
D. Employee relations
9: What is the significance of employee engagement in HRM?
A. It ensures compliance with workplace policies
B. It fosters a positive work environment
C. It improves employees' job satisfaction and productivity
D. It prevents conflicts among employees
10: In HRM, what is the purpose of job analysis?
A. To assess the market value of a position
B. To determine employees' eligibility for promotions
C. To identify the tasks, responsibilities, and qualifications required for a job
D. To rank employees based on their performance
11: Which HRM function is responsible for designing compensation packages and employee benefits?
A. Employee relations
B. Training and development
C. Compensation and benefits
D. Recruitment and selection
12: What is the role of HRM in fostering a diverse and inclusive workplace?
A. To enforce strict policies to prevent discrimination
B. To promote diversity for the sake of company image
C. To create an environment that respects and values individual differences
D. To provide equal opportunities for employees without regard to performance
13: How does HRM contribute to employee motivation?
A. By micromanaging employees' tasks
B. By setting unrealistic performance targets
C. By recognizing and rewarding employees' achievements
D. By implementing strict disciplinary measures
14: What is the purpose of employee orientation in HRM?
A. To assess employees' technical skills
B. To introduce new employees to the company culture, policies, and procedures
C. To rank employees based on their performance
D. To determine employees' eligibility for promotions
15: In HRM, what is the role of employee relations?
A. To manage employees' job performance
B. To handle conflicts and maintain positive relationships between employees and the organization
C. To assess employees' technical skills
D. To design compensation packages and benefits
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HRM and the individual MCQs
