Human Resource Management | Chapter 2 | Part 4 | MBA MCQs | HRM

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1. Positions held by an individual throughout his work life are normally referred to as
   1.   none of the above
   2.   task
   3.   job
   4.   career
2. Which of the following perspectives looks at the career of an individual from the future positions he is likely to hold?
   1.   subjective perspective
   2.   objective perspective
   3.   none of the above
   4.   neutral perspective
3. The systematic and deliberate advancement made by an individual in his career in the entire work life is known as
   1.   career goals
   2.   career anchoring
   3.   career guidance
   4.   career path
4. The factors that influence the selection of individuals’ career choices are usually referred to as
   1.   mentoring
   2.   career goals
   3.   career anchoring
   4.   career path
5. Which of the following is used as a self-assessment technique by the employees?
   1.   The type focus assessment
   2.   The likes and dislikes survey
   3.   All of the above
   4.   The strength and weakness balance sheet
6. The career development programme which enables the employees to gain multi-skills and diverse experience before being considered for any promotion in the future is called
   1.   conventional career path
   2.   network career path
   3.   lateral career path
   4.   Dual-skills path
7. A process in which the manager, supervisors or an external expert acts as the advisor, philosopher and guide is called
   1.   none of the above
   2.   career anchoring
   3.   career development
   4.   mentoring
8. A series of processes aimed at assisting the employees make informed career decisions is known as
   1.   career guidance
   2.   mentoring
   3.   career goals
   4.   career anchoring
9. A Competency consists of…….
   1.   Skills and behaviours
   2.   A list of tests that will measure cognitive ability
   3.   The specific tasks a person must do
   4.   d)None of the above
10. Which statements are incorrect
    1.   Recruitment and selection are part of the sourcing/attraction process
    2.   Selection creates a pool of talent to consider for future jobs
    3.   All of the above statements are incorrect
    4.   Recruitment enables the selection phase
11. In comparing internal selection with external selection, an advantage of internal selection is that ……
    1.   Internal selection presents fewer dangers of incurring legal liability than external selection
    2.   There is less need to use multiple predictors in assessing internal candidates than with external candidates
    3.   Information about internal candidates tends to be more verifiable than information about external candidates
    4.   Internal selection requires few procedures to locate and screen viable job candidate
12. The advantage of external recruiting is that ……
    1.   All of the above
    2.   They ensure consistency from opening to closing
    3.   They are useful for companies too small to have dedicated recruiters
    4.   They are very inexpensive
13. The most widely used HR selection tool is ………
    1.   Cognitive testing.
    2.   The assessment center.
    3.   The interview.
    4.   Motor skills testing.
14. The interview is used as a method for determining …….
    1.   The degree of fit between the applicant and the demands of thejob.
    2.   The personality of the candidate.
    3.   Physical attributes
    4.   His/her age.
15. The unstructured interview ……
    1.   All of the above
    2.   Typically is unrelated to future job performance.
    3.   Is frequently conducted.
    4.   Typically is biased.

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