Acquiring Human Resources MCQs

Welcome to our comprehensive collection of Multiple Choice Questions (MCQs) on Acquiring Human Resources, a fundamental topic in the field of IC90 Human Resource Management. Whether you're preparing for competitive exams, honing your problem-solving skills, or simply looking to enhance your abilities in this field, our Acquiring Human Resources MCQs are designed to help you grasp the core concepts and excel in solving problems.

In this section, you'll find a wide range of Acquiring Human Resources mcq questions that explore various aspects of Acquiring Human Resources problems. Each MCQ is crafted to challenge your understanding of Acquiring Human Resources principles, enabling you to refine your problem-solving techniques. Whether you're a student aiming to ace IC90 Human Resource Management tests, a job seeker preparing for interviews, or someone simply interested in sharpening their skills, our Acquiring Human Resources MCQs are your pathway to success in mastering this essential IC90 Human Resource Management topic.

Note: Each of the following question comes with multiple answer choices. Select the most appropriate option and test your understanding of Acquiring Human Resources. You can click on an option to test your knowledge before viewing the solution for a MCQ. Happy learning!

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Acquiring Human Resources MCQs | Page 11 of 12

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Q101.
What is job evaluation?

a.

A process of comparing jobs and placing them in common compensation groups

b.

A process of finding persons who could be considered for the appointment

c.

A process of restructuring a job in order to adjust to the change in technology, environment, personnel etc

d.

A process of identifying the personal attributes and abilities required to perform the job

Discuss
Answer: (a).A process of comparing jobs and placing them in common compensation groups Explanation:Job evaluation is the process of comparing jobs and placing them in common compensation groups.
Q102.
What is the purpose of job design?

a.

To find out the requirements for people

b.

To prepare a job analysis report

c.

To adjust to the change in technology, environment, personnel etc

d.

To determine the compensation groups

Discuss
Answer: (c).To adjust to the change in technology, environment, personnel etc Explanation:Job design is the process of restructuring the job in order to adjust to the change in technology, environment, personnel etc.
Q103.
What is recruitment?

a.

A process of comparing jobs and placing them in common compensation groups

b.

A process of finding persons who could be considered for the appointment

c.

A process of restructuring a job in order to adjust to the change in technology, environment, personnel etc

d.

A process of identifying the purpose, scope, duties and responsibilities of a job

Discuss
Answer: (b).A process of finding persons who could be considered for the appointment Explanation:Recruitment is the process that finds persons who could be considered for the appointment.
Q104.
What is selection?

a.

A process of comparing jobs and placing them in common compensation groups

b.

A process of finding persons who could be considered for the appointment

c.

A process of restructuring a job in order to adjust to the change in technology, environment, personnel etc

d.

A process of making decisions as to who, among the persons identified through recruitment, should be appointed.

Discuss
Answer: (d).A process of making decisions as to who, among the persons identified through recruitment, should be appointed. Explanation:Selection is the process that makes decisions as to who, among the persons identified through recruitment, should be appointed.
Q105.
What is the purpose of an interview in the selection process?

a.

To test the candidate's intelligence

b.

To determine the level of emotional characteristics

c.

To make an assessment about the candidate on attributes which can be best known only through personal interaction

d.

To reveal interpersonal skills and important behavioural tendencies

Discuss
Answer: (c).To make an assessment about the candidate on attributes which can be best known only through personal interaction Explanation:An interview is an opportunity to make an assessment about the candidate on attributes which can be best known only through personal interaction.
Q106.
What information can be revealed through group activity technique?

a.

The candidate's IQ level

b.

The candidate's emotional characteristics

c.

The candidate's thought processes, creativity, values, listening ability, argumentativeness, aggressiveness, etc

d.

The candidate's adaptability and adjustability

Discuss
Answer: (c).The candidate's thought processes, creativity, values, listening ability, argumentativeness, aggressiveness, etc Explanation:Selection through group activity technique provides a lot of data about the candidates, to the extent that they reveal the thought processes, creativity, values, listening ability, argumentativeness, aggressiveness, etc.
Q107.
What are psychological tests intended to test?

a.

Intelligence level

b.

Emotional characteristics

c.

Physical fitness

d.

Communication skills

Discuss
Answer: (b).Emotional characteristics Explanation:Psychological tests are intended to test behavioural characteristics like dominance, tolerance, adaptability, adjustability, aggression, emotional characteristics, etc.
Q108.
What is an in-basket exercise?

a.

A test to determine the level of intelligence

b.

A set of papers which might come to an executive desk that the candidate is expected to record his discussion on each of those papers

c.

A group activity to reveal the thought processes of the candidates

d.

A test to determine the candidate's adaptability and adjustability

Discuss
Answer: (b).A set of papers which might come to an executive desk that the candidate is expected to record his discussion on each of those papers Explanation:An in-basket is a set of papers which might come to an executive desk. The candidate is expected to record his discussion on each of those papers.
Q109.
What is the purpose of induction for a new employee?

a.

To make an assessment about the candidate on attributes

b.

To reveal interpersonal skills and important behavioural tendencies

c.

To help the candidate to understand the organisation, its structure, its values, its objectives, its policies, etc

d.

To test behavioural characteristics like dominance, tolerance, adaptability, etc

Discuss
Answer: (c).To help the candidate to understand the organisation, its structure, its values, its objectives, its policies, etc Explanation:The purpose of induction is to help the candidate to understand the organisation, its structure, its values, its objectives, its policies, etc.
Q110.
___________ lays down the personal attributes and abilities required to perform the job.

a.

Job analysis

b.

Job description

c.

Job specification

d.

Job evaluation

Discuss
Answer: (c).Job specification Explanation:Job specification is a statement that lays down the personal attributes and abilities required to perform a particular job. It defines the qualifications, skills, knowledge, experience, and personal characteristics that a person must have to perform the job effectively. Job specification is used as a standard or criteria for selecting the right person for a job. Job analysis is a process of studying and identifying the tasks, duties, and responsibilities of a job. It involves collecting and analyzing information about a job, including the required skills, knowledge, and abilities, and the working conditions. Job description is a statement about the purpose, duties, and responsibilities of a job. It provides an overview of the job and its requirements, including the job title, reporting relationships, and the tasks and responsibilities involved. Job evaluation is a process of comparing jobs within an organization to determine their relative worth.
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