Human Resource Management | Chapter 2 | Part 4 | MBA MCQs | HRM
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- Positions held by an individual throughout his work life are normally referred to as
- career
- none of the above
- job
- task
- Which of the following perspectives looks at the career of an individual from the future positions he is likely to hold?
- none of the above
- subjective perspective
- neutral perspective
- objective perspective
- The systematic and deliberate advancement made by an individual in his career in the entire work life is known as
- career anchoring
- career goals
- career path
- career guidance
- The factors that influence the selection of individuals’ career choices are usually referred to as
- career goals
- career path
- career anchoring
- mentoring
- Which of the following is used as a self-assessment technique by the employees?
- The likes and dislikes survey
- The type focus assessment
- All of the above
- The strength and weakness balance sheet
- The career development programme which enables the employees to gain multi-skills and diverse experience before being considered for any promotion in the future is called
- lateral career path
- network career path
- Dual-skills path
- conventional career path
- A process in which the manager, supervisors or an external expert acts as the advisor, philosopher and guide is called
- mentoring
- none of the above
- career development
- career anchoring
- A series of processes aimed at assisting the employees make informed career decisions is known as
- career anchoring
- career goals
- career guidance
- mentoring
- A Competency consists of…….
- Skills and behaviours
- The specific tasks a person must do
- d)None of the above
- A list of tests that will measure cognitive ability
- Which statements are incorrect
- Recruitment and selection are part of the sourcing/attraction process
- Recruitment enables the selection phase
- All of the above statements are incorrect
- Selection creates a pool of talent to consider for future jobs
- In comparing internal selection with external selection, an advantage of internal selection is that ……
- Internal selection presents fewer dangers of incurring legal liability than external selection
- There is less need to use multiple predictors in assessing internal candidates than with external candidates
- Information about internal candidates tends to be more verifiable than information about external candidates
- Internal selection requires few procedures to locate and screen viable job candidate
- The advantage of external recruiting is that ……
- All of the above
- They are very inexpensive
- They ensure consistency from opening to closing
- They are useful for companies too small to have dedicated recruiters
- The most widely used HR selection tool is ………
- Motor skills testing.
- Cognitive testing.
- The interview.
- The assessment center.
- The interview is used as a method for determining …….
- His/her age.
- Physical attributes
- The personality of the candidate.
- The degree of fit between the applicant and the demands of thejob.
- The unstructured interview ……
- Typically is biased.
- Is frequently conducted.
- Typically is unrelated to future job performance.
- All of the above
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