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 3 of 12

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Q21.
What does experience refer to?

a.

The extent of learning at school

b.

The number of years spent doing certain operations

c.

The success of entrepreneurs

d.

The number of degrees earned

Discuss
Answer: (b).The number of years spent doing certain operations Explanation:The number of years spent doing certain operations is not a good determinant of experience. Therefore, option b is correct.
Q22.
What is a job description?

a.

A statement about the purpose, scope, duties and responsibilities of a job

b.

A standard or criteria for personnel to be employed

c.

A comparison of jobs and placement in common compensation groups

d.

None of the above

Discuss
Answer: (a).A statement about the purpose, scope, duties and responsibilities of a job Explanation:A job description provides information about the title of the job, the main functions, responsibilities and limits of authority associated with the job.
Q23.
What is job specification?

a.

A statement about the purpose, scope, duties and responsibilities of a job

b.

A standard or criteria for personnel to be employed

c.

A comparison of jobs and placement in common compensation groups

d.

None of the above

Discuss
Answer: (b).A standard or criteria for personnel to be employed Explanation:Job specification lays down the personal attributes and abilities required to perform the job.
Q24.
What is job evaluation?

a.

A statement about the purpose, scope, duties and responsibilities of a job

b.

A standard or criteria for personnel to be employed

c.

A comparison of jobs and placement in common compensation groups

d.

None of the above

Discuss
Answer: (c).A comparison of jobs and placement in common compensation groups Explanation:Job evaluation compares jobs and places them in common compensation groups.
Q25.
How is job evaluation helpful?

a.

In determining job duties and responsibilities

b.

In laying down personal attributes and abilities required for the job

c.

In salary administration

d.

None of the above

Discuss
Answer: (c).In salary administration Explanation:Job evaluation is helpful in salary administration.
Q26.
What factors are considered in job evaluation?

a.

Knowledge, working conditions, physical efforts, hazards, equipments used, scope for use of discretion

b.

Title, main functions, responsibilities and limits of authority

c.

Personal attributes and abilities required to perform the job

d.

None of the above

Discuss
Answer: (a).Knowledge, working conditions, physical efforts, hazards, equipments used, scope for use of discretion Explanation:Job evaluation can be made by allotting points to the various factors relevant to the job, including knowledge, working conditions, physical efforts, hazards, equipments used, and scope for use of discretion.
Q27.
What questions should be asked after job analysis?

a.

Can these requirements be met from the existing personnel?

b.

Is it possible to reallocate the work being done by the existing staff?

c.

Is the existing staff being used to their full potential?

d.

All of the above

Discuss
Answer: (d).All of the above Explanation:On the basis of job analysis, the requirements will have to be moderated after asking the questions listed.
Q28.
What is job design?

a.

Restructuring a job to adjust to changes in technology, environment, personnel, etc

b.

The process of evaluating and comparing jobs for salary administration

c.

A statement about the purpose, scope, duties, and responsibilities of a job

d.

A standard or criteria for personnel to be employed

Discuss
Answer: (a).Restructuring a job to adjust to changes in technology, environment, personnel, etc Explanation:Job design refers to the process of restructuring a job to adjust to changes in technology, environment, personnel, etc.
Q29.
Which of the following is not a method for redesigning jobs?

a.

Job enrichment

b.

Job enlargement

c.

Job sharing

d.

Job description

Discuss
Answer: (d).Job description Explanation:Job description is not a method for redesigning jobs, it is a statement about the purpose, scope, duties, and responsibilities of a job.
Q30.
Which of the following is a method for collecting information for job analysis?

a.

Performance

b.

Job specification

c.

Job evaluation

d.

Salary administration

Discuss
Answer: (a).Performance Explanation:Performance is a method for collecting information for job analysis. Other methods include observation, interviews, structured questionnaires, diaries maintained by employees, and critical incidents.
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