CBSE Questions for Class 12 Commerce Business Studies Staffing Quiz 9 - MCQExams.com

Which are the most commonly used performance appraisal techniques?
  • Graphic rating scale
  • Employee ranking
  • Forced distribution method
  • All of the above
Which is the most time consuming method of performance appraisal?
  • Group rating
  • Forced-choice rating
  • The Graphic rating scale
  • Checklist method
Checklist method is also known as _______.
  • Forced choice method
  • Forced distribution method
  • Merit rating
  • Critical incidents method
A very widely used rating method is ________.
  • Forced-choice rating
  • Group rating
  • Critical incidents appraisal
  • The graphic rating scale
What are the advantages of performance appraisal?
  • Helping the supervisors know their employees
  • Helping the workers know their progress
  • Promotions, wage and salary administration
  • All of the above
What is attrition related to?
  • Job description
  • Job Evaluation
  • Resignation/Termination
  • Promotion
Moving employees from one job to another in a pre-determined way is called ________.
  • Job rotation
  • Job re-engineering
  • Work mapping
  • Job enrichment
The human resources management functions aims at_____________.
  • Ensuring that the human resources possess adequate capital, tool equipment and material to perform the job successfully.
  • Helping the organization deal with its employees in different stages of employment.
  • Improving an organization's creditworthiness among financial institutions.
  • Ensuring financial & marketing stability.
Strategic human resources management involves :
  • Financing project marketing related programming
  • Setting employment standards and policies
  • Linking human resources with strategic objectives to improve performance
  • Project planning
The statement which best describes the function of Human Resources Planning is:
  • An integrated set of processes, programs and systems in an organization that focuses on maximizing employee contribution in order to achieve organisational success.
  • The process of ensuring that people required for running the company are being used as effectively as possible especially in fulfilling developmental needs in order to accomplish the organization's goals.
  • The formal process of familiarizing new employees with the organization, new job, work units and culture values, benefits and accepted behavior.
  • The process of effectively and efficiently managing your assets.
The first step in the human resources planning process is ______.
  • Preparing a job analysis
  • Forecasting future human resource needs
  • Assessing future demand
  • Assessing future supply
Too great a reliance on internal recruitment can result in _________.
  • reduced job performance
  • high labour turnover
  • internal conflict
  • poor group dynamics
Preparing organizational members for new responsibilities is referred to as ________.
  • off-the-corporate training
  • on-the-job training
  • vertical training
  • development
A 360 degree appraisal is typically conducted by ______ choose the correct option 
I     peers
II    clients
III   superiors
Iv   subordinates
  • I, III, IV
  • I, II, III
  • I, II, III, IV
  • none of the above
What does management of sales force involve?
  • Selection of Salesman
  • Remuneration to sales man
  • Training of Salesman
  • All of the above
The last step in the e-selection process is______________.
  • Consider how the various new stakeholders and clients will use the system
  • Train the employees that will be responsible for the administration of the process
  • Draw-up a flowchart of the current assessment process
  • Draft the desired flow process that will result from the E-selection process
HR managers are generally the _____ managers.
  • Line
  • Middle
  • Staff
  • Top
The first step in the e-selection process is _________.
  • Consider how the various new stakeholders and clients will use the system
  • Train the employees that will be responsible for the administration of the process
  • Draw-up a flowchart of the current assessment process
  • Draft the desired flow process that will result from the E-selection process
The function of attracting, acquiring, retaining and developing human resources in an organisation is called  __________.
  • Recruitment
  • Induction
  • Training and development
  • Staffing
Attrition is related to ________.
  • Job description
  • Resignation/Termination
  • Job evaluation
  • Merit rating
Job analysis provides information used for _______.
  • Organisation chart
  • Policy
  • Procedure
  • Promotion
$$360$$ degree method relates to which of the following?
  • Performance appraisal
  • Organisation climate
  • Employees Morale
  • Retrenchment method
What is/are the operative function(s) of human resource management?
  • Employment
  • Development
  • Procurement
  • All of the above
What is the method used to determine wage differentials?
  • Merit rating
  • Job design
  • Job evaluation
  • None of the above
HR managers are generally _________.
  • staff managers
  • line manager
  • operational manager
  • top executive.
Training focuses on ________.
  • teaching organizational members how to perform effectively in their current jobs.
  • broadening organizational member`s knowledge and skills.
  • preparing organizational members to take on new responsibilities.
  • none of these.
Selection means _________.
  • Elimination
  • Testing
  • Recruitment
  • All of the above
What does K.R.A  stand for?
  • Key Result Areas
  • Key Recruitment Agencies
  • Key Real Assets
  • Key Resourceful Areas
Which of the following relates to training workers?
  • Job rotation
  • Induction
  • Vestibule
  • Task
Human Resource Management emphasizes _____.
  • Development of people
  • Punishment of people
  • Adoption of people
  • None of the above
Workers participation in management in any organisation is ______.
  • voluntary
  • institutional
  • democratic
  • all of the above
Sequence the following in which they are practised
(i) Promotion 
(ii) Performance appraisal
(iii) Recruitment
(iv) Training and Development
  • (iii), (ii), (iv), (i)
  • (iii), (ii),(i), (iv)
  • (iii), (i), (iv), (ii)
  • (iii), (iv), (ii), (i)
What does induction mean?
  • Training
  • Promotion
  • Incentives
  • Introduction
Staffing includes.
i) Training
ii) Appraisal
iii) Placement
iv) Directing
  • (i) and (iii)
  • (i), (ii) and (iii)
  • (ii) and (iii)
  • (i), (ii), (iii) and (iv)
What does PIP test seek to measure?
  • IQ
  • Personality, Interest and Preferences
  • Quality of a product
  • Preferred Investment Plans
Arrange the following in the order in which they are practised :
(i) Promotion
(ii) Performance appraisal
(iii) Recruitment
(iv) Training and Development 
  • (iii) (ii) (iv) (i)
  • (iii) (ii) (i) (iv)
  • (iii) (i) (iv) (ii)
  • (iii) (iv) (ii) (i)
Induction is an integral part of ________.
  • Training
  • Selection
  • Recruitment
  • None of the above
What does job evaluation technique aims at?
  • Establishing fair and equitable pay structure
  • Analysing requirement of updating technology
  • Assessing safety requirement of jobs
  • Improving productivity
Which one of the following purposes is not served by performance evaluation ?
  • Decisions about promotions, transfers and terminations
  • Centralisation and decentralisation of decision making authority
  • Identification of training and development needs
  • Criterion against which selection and development programmes are validated
Which one of the following is the responsibility of human resource management?
  • To ensure respect for individual employer
  • To ensure reconciliation of individual goals with those of the organisation.
  • To achieve and maintain high morals among the employees
  • All of the above
The act of increasing 'knowledge and skill of an employee for dong a particular job, is known as __________.
  • promotion
  • selection
  • training
  • transfer
Which of the following is NOT appropriate for the design and layout of a resume?
  • Additional white space to offset important information.
  • Placing the education section before the work experience section.
  • Using several colours to point out sections and sub-sections.
  • Including bullet lists to showcase a series of related pieces of information.
You should write a solicited job application letter when you ____________.
  • know the company is not hiring
  • are trying to tap into the hidden job market
  • have seen a position advertised on the company's website
  • have read a trade journal that the company is downsizing
Who among the following suggested the method of goal setting approach for performance appraisal which is also called 'Management by Objective"? 
  • Peter F . Drucker
  • Douglas McGregor
  • Newman and summer
  • Henri Fayol
Which of the following is NOT good practice for formatting job application letters?
  • Use several paragraphs with one idea in each rather than one long paragraph.
  • Keep the first and last paragraphs fairly short.
  • Go on to second page as long as you have at least two lines of body text on the second page.
  • Have at least three paragraphs.
Which of the following should NOT be included in a resume?
  • complete sentences.
  • The word 'I".
  • Sentence fragments.
  • Gerunds, which are verbs that end in "ing".
The type of information which should be included in a resume?
  1. Work experience
  2. Education
  3. Affiliation and membership
  4. Letter of reccomendation
  • All except (1)
  • All except (2)
  • All except (3)
  • All except (4)
While appraising performance of people ,it is assumed that people usually differ in _________.
  • their tasks
  • their behavour
  • their abilities and aptitude
  • their Ways of actions.
Ranking method of performance appraisal can conventionally be apply when the number of employee is ________.
  • large
  • small
  • both (a) and (b) above
  • none of the above
A skilled resume ___________.
  • summaries what a person did in a reverse time sequence order
  • can showcase abilities and strengths through a series of unrelated jobs
  • emphasizes degree job titles and dates
  • is appropriate when a person's education and experience are a logical preparation for a position
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