Human resource management – Test 2

Which of the following role the personnel manager has to play?
I. Linking Pin Role
II. Policy Initiation
III. Representative Role
IV. Decision -Making Role
V. Mediator Role
VI. Leadership Role
VII. Welfare Role
VIII. Research Role

Which of the following is not quality as required by personnel managers as identified by Fayol?

Human resource management is normally ________ in nature.

The human resource management functions aim at –

For a personnel manager, planning means the determination in advance of personnel programmes that will contribute to the goals established for the enterprise, i.e.____

Which of the following function of personnel manager cannot be treated as “Operative function”?

Which of the following function of personnel manager cannot be treated as “Operative function”?

Which of the following function of personnel manager can be treated as “Managerial Function”?

Which of the following function of personnel manager can be treated as “Managerial Function”?

Which of the following function of personnel manager can be treated as “Operative function”?

The term procurement stands for –

Identify the managerial function out of the following functions of HR managers.

Which of the following is an example of operative function of HR managers?

The process of searching for prospective employees and encouraging them to apply for the jobs in an organization is known as –

The process of identification of different sources of personnel is known as –

____ is the process by which candidates for employment are distinguished between those who are suitable and those who are not.

Selection is a –

_____ follows ____ and it leads to a contract of service between the employer and the employee

Which of the following implies communication of vacancies only?

Which of the following is a not external source of recruitment?

Which of the following is not external source of recruitment?

The ______ of recruitment include personnel already on the pay-roll of an organization.

In the most of the organizations, the selection programme begins with preliminary –

In relation to the selection process arrange the following in proper form.
1) Employment interview
2) Checking references
3) Screening of applications
4) Final selection
5) Preliminary interview
6) Physical examination
7) Receiving applications
8) Employment test

——- seeks to measure the level of proficiency and skills of the candidate’s intelligence quotient indicating his mental ability including memory, vocabulary, perception, reasoning, etc.