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 4 of 12

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Q31.
What is job enrichment?

a.

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

b.

Comparing jobs and placing them in common compensation groups

c.

Laying down the personal attributes and abilities required to perform the job

d.

Adding more meaningful tasks and responsibilities to a job to make it more satisfying

Discuss
Answer: (d).Adding more meaningful tasks and responsibilities to a job to make it more satisfying Explanation:Job enrichment is a method of job redesigning that involves adding more meaningful tasks and responsibilities to a job to make it more satisfying for the employee.
Q32.
What is job evaluation?

a.

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

b.

Comparing jobs and placing them in common compensation groups

c.

Laying down the personal attributes and abilities required to perform the job

d.

Adding more meaningful tasks and responsibilities to a job to make it more satisfying

Discuss
Answer: (b).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. It is helpful in salary administration.
Q33.
__________ is a statement about the purpose, scope, duties and responsibilities of a job.

a.

Job analysis

b.

Job description

c.

Job specification

d.

Job evaluation

Discuss
Answer: (b).Job description Explanation:Job description is a statement about the purpose, scope, duties and responsibilities of a job. It includes information relating to the title of the job, the main functions, responsibilities and limits of authority associated with the job, clarifying title, what is to be done, where it is to be done, how it is to be done, performance standards, duties and responsibilities attached to it. Job analysis is the process of collecting and examining information related to a job, while job specification lays down the personal attributes and abilities required to perform the job. Job evaluation compares jobs and places them in common compensation groups.
Q34.
What is recruitment?

a.

Finding and appointing required personnel for filling up the requirements

b.

Restructuring of the job in order to adjust to the change in technology, environment, personnel, etc

c.

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

d.

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

Discuss
Answer: (a).Finding and appointing required personnel for filling up the requirements Explanation:Recruitment is the process of finding and appointing required personnel for filling up the requirements.
Q35.
What are the sources of recruitment?

a.

Job evaluation and structured questionnaires

b.

Diaries maintained by employees and critical incidents

c.

Placement and head hunting agencies and advertisements in newspapers/journals

d.

Observation and interviews

Discuss
Answer: (c).Placement and head hunting agencies and advertisements in newspapers/journals Explanation:There are several sources from which persons can be found, including placement and head hunting agencies, advertisements in newspapers/journals, educational and training institutions, professional or other associations, friends and relatives, and existing and old employees who could recommend friends and acquaintances.
Q36.
What are some exceptions to recruitment policies?

a.

Legal, public relations, or computer specialists can only be recruited from within the organisation

b.

Jobs can only be filled up from within the organisation based on records

c.

Technical skills like legal, public relations, or computer specialists may be recruited from outside the organisation

d.

Recruitment policies cannot be modified under any circumstances

Discuss
Answer: (c).Technical skills like legal, public relations, or computer specialists may be recruited from outside the organisation Explanation:Some organisations may make exceptions in the case of technical skills like legal, public relations, or computer specialists, and may not hesitate to induct outsiders at any level, if found to be desirable.
Q37.
What is the process of finding and appointing personnel to fill up requirements called?

a.

Recruitment

b.

Selection

c.

Personnel management

d.

Job analysis

Discuss
Answer: (a).Recruitment Explanation:The process of finding and appointing personnel to fill up requirements is called Recruitment and Selection.
Q38.
Which of the following is NOT a source of recruitment?

a.

Advertisements in newspapers/journals

b.

Employment exchanges

c.

Social media sites like Facebook and LinkedIn

d.

Structured questionnaires

Discuss
Answer: (d).Structured questionnaires Explanation:There are various sources of recruitment, such as advertisements in newspapers/journals, employment exchanges, social media sites like Facebook and LinkedIn, educational and training institutions, professional or other associations, friends and relatives, and own records about existing employees as well as applications received from time to time.
Q39.
What is the importance of stating relevant criteria before tapping sources for names?

a.

It helps determine the policies of the organisation

b.

It helps in determining the variables in organisational policies

c.

It helps in identifying persons who could be considered for the appointment

d.

It helps in identifying and stating the relevant criteria relating to age, qualifications, experience, physical characteristics, sex, etc

Discuss
Answer: (d).It helps in identifying and stating the relevant criteria relating to age, qualifications, experience, physical characteristics, sex, etc Explanation:Before tapping any sources for names, it is necessary to determine and state the relevant criteria relating to age, qualifications, experience, physical characteristics, sex, etc. This helps in identifying and stating the relevant criteria and makes the recruitment process more effective.
Q40.
What is the difference between job analysis and recruitment?

a.

Job analysis is a part of recruitment

b.

Job analysis is finding persons who could be considered for the appointment

c.

Job analysis involves determining and stating the relevant criteria for recruitment

d.

Job analysis and recruitment are the same thing

Discuss
Answer: (a).Job analysis is a part of recruitment Explanation:Job analysis is a process that involves determining the requirements of the personnel, whereas recruitment is the process of finding and appointing the required personnel. Therefore, job analysis is a part of recruitment.
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