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.

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Acquiring Human Resources MCQs | Page 8 of 12

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Q71.
Which of the following is a common mistake to be avoided by interview panel members?

a.

Elaborating on the answer of the candidate

b.

Interrupting the candidate who is talking in response to a question and suddenly shooting out with a question on an entirely different topic

c.

Discussing between panel members on the appropriateness or correctness of the answers of the candidate

d.

Not having any understanding about how they will divide the work and time among themselves

Discuss
Answer: (c).Discussing between panel members on the appropriateness or correctness of the answers of the candidate Explanation:Discussion between the panel members on the appropriateness or correctness of the answers of the candidate is a common tendency that should be avoided during the interview.
Q72.
What type of questions may be selectively done to test a candidate's response to situations of stress and emotional control?

a.

Exploratory questions

b.

Probing questions

c.

Hypothetical questions

d.

Leading questions

Discuss
Answer: (a).Exploratory questions Explanation:Exploratory questions would elicit answers that reveal the candidate's thoughts, which may not find the approval of the interviewer. Such expressions of disapproval or challenge to the candidate's position may be selectively done to test their response to situations of stress and emotional control.
Q73.
What is the purpose of group activities in the selection process?

a.

To test the candidates' knowledge

b.

To assess the candidates' physical abilities

c.

To evaluate the candidates' thought processes, creativity, values, listening ability, and argumentativeness

d.

To determine the candidates' emotional stability

Discuss
Answer: (c).To evaluate the candidates' thought processes, creativity, values, listening ability, and argumentativeness Explanation:Group activities are used in the selection process to evaluate the candidates' thought processes, creativity, values, listening ability, argumentativeness, and interpersonal skills.
Q74.
What are psychological tests used for in the selection process?

a.

To determine the candidates' intelligence quotient

b.

To evaluate the candidates' emotional and behavioral characteristics

c.

To assess the candidates' physical fitness

d.

To determine the candidates' language fluency

Discuss
Answer: (b).To evaluate the candidates' emotional and behavioral characteristics Explanation:Psychological tests are intended to test the candidates' emotional and behavioral characteristics such as dominance, tolerance, adaptability, adjustability, aggression, and emotional characteristics.
Q75.
When is an in-basket exercise appropriate as a selection tool?

a.

When the vacancy is at an entry-level position

b.

When the vacancy is in jobs at a high level involving policy decisions

c.

When the vacancy is in the middle management level

d.

When the vacancy is in the technical field

Discuss
Answer: (b).When the vacancy is in jobs at a high level involving policy decisions Explanation:An in-basket exercise is appropriate as a selection tool if the vacancy is in jobs at a high level involving policy decisions and for promotions from within.
Q76.
What is the purpose of references and medical tests in the selection process?

a.

To decide the suitability of the candidates

b.

To evaluate the candidates' thought processes

c.

To assess the candidates' physical abilities

d.

To determine the candidates' language fluency

Discuss
Answer: (a).To decide the suitability of the candidates Explanation:References and medical tests provide secondary data, after the main selection process is over. These only confirm suitability but do not decide suitability.
Q77.
What is the purpose of Induction?

a.

To select suitable candidates for a job

b.

To provide inputs to new recruits about the organisation

c.

To provide orientation to existing employees

d.

To confirm suitability of candidates

Discuss
Answer: (b).To provide inputs to new recruits about the organisation Explanation:The purpose of Induction is to help the candidate to understand the organisation, its structure, its values, its objectives, its policies, etc.
Q78.
What is the other term for Induction?

a.

Selection

b.

Orientation

c.

Confirmation

d.

Competence

Discuss
Answer: (b).Orientation Explanation:The process of Induction is also called orientation.
Q79.
What is the purpose of providing orientation to employees transferred to a new role?

a.

To help them get familiarized with the facilities in the new place

b.

To provide inputs about the organisation as a whole

c.

To select suitable candidates for the new role

d.

To confirm the suitability of the employee for the new role

Discuss
Answer: (a).To help them get familiarized with the facilities in the new place Explanation:Orientation is also useful when an existing employee is transferred to a new role in the same place or another place. If the transfer involves a change of place, the orientation is also necessary to get familiarised with the facilities in the new place.
Q80.
During the selection process, which of the below is intended to test behavioural characteristics like dominance, tolerance, adaptability, adjustability, aggression, emotional characteristics etc?

a.

Psychological test

b.

Physiological test

c.

Intelligent quotient

d.

In basket

Discuss
Answer: (a).Psychological test Explanation:Psychological tests are intended to assess an individual's behavioural and emotional characteristics such as dominance, tolerance, adaptability, adjustability, aggression, and other traits that are essential for determining job suitability. The test is designed to evaluate a candidate's personality traits, attitudes, interests, and motivation to determine their ability to handle a job's responsibilities effectively. In contrast, physiological tests are used to measure an individual's physical abilities, such as strength, endurance, and dexterity, and Intelligence quotient tests are designed to measure intellectual abilities. The in-basket exercise is used to evaluate an individual's decision-making skills in a simulated work environment.
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