HRM Quiz test for MBA 2 sem

Which of the following best describes the difference between HRM and Personnel Management?

• HRM is reactive; Personnel Management is proactive

• HRM emphasizes employee commitment; Personnel Management emphasizes employee compliance

• HRM focuses on administration; Personnel Management focuses on strategy

• There is no difference

In the Harvard Model of HRM, the 'stakeholder interests' component includes:

• Government, shareholders, and trade unions

• Line managers, HR professionals, and consultants

• Customers, competitors, and suppliers

• Employees only

Which HRM practice most strongly influences organizational citizenship behavior (OCB)?

• Recruitment methods

• Compensation design

• Performance appraisal fairness

• Employee orientation

A major criticism of the 'best practice' approach in strategic HRM is that:

• It is based on outdated economic models

• It lacks universal applicability across contexts

• It favors trade unions

• It ignores training and development

Which of the following is not a characteristic of strategic HRM?

• Long-term focus

• Alignment with business objectives

• Operational efficiency

• Reactive problem solving

What is the primary goal of competency-based HRM?

• Minimizing training costs

• Enhancing job security

• Linking employee capabilities to strategic goals

• Enforcing legal compliance

The balanced scorecard approach in HR links HRM practices with:

• Legal compliance only

• Employee motivation

• Organizational performance across multiple dimensions

• Trade union demands

Which of the following is a key assumption of the Resource-Based View (RBV) in HRM?

• Resources should be easily imitable

• Competitive advantage comes from external positioning

• Human resources are a source of sustained competitive advantage

• Cost leadership is the ultimate goal

Job enrichment is primarily aimed at:

• Increasing the number of tasks

• Increasing autonomy and responsibility

• Reducing the training time

• Making jobs more routine

In 360-degree feedback, the least reliable feedback source statistically tends to be:

• Supervisor

• Self

• Subordinate

• Peer