MCQOPTIONS
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MCQOPTIONS
This section includes 526 Mcqs, each offering curated multiple-choice questions to sharpen your Civil Engineering knowledge and support exam preparation. Choose a topic below to get started.
| 401. |
Virtuous Services Pvt Ltd. believes that it pays quite handsome salaries to its employees. However, the turnover rate has been quite high in the recent past and all the exit interviewspoint ot one factor - compensation , as the culprit. The company failed to |
| A. | meet the legal requirement |
| B. | follow the principle of equanimity |
| C. | match the employee expectations |
| D. | match the pay scaled abroad |
| Answer» D. match the pay scaled abroad | |
| 402. |
As a student, when one is trying to assess ones self and the opportunities available in themarket to choose the right career, he/she is said to be in the |
| A. | exploration stage |
| B. | establishment stage |
| C. | maintenance stage |
| D. | disengagement stage |
| Answer» B. establishment stage | |
| 403. |
A benefit plan where an employee gets a chance to choose from a lot of benefits is alsocalled |
| A. | holiday benefit plan |
| B. | restaurant benefit plan |
| C. | cafeteria benefit plan |
| D. | variable/flexible benefit plan |
| Answer» E. | |
| 404. |
The process of rewarding employees by giving them a stake in the company, whichfurther enhances their performance is called the |
| A. | gain sharing |
| B. | annual bonus |
| C. | employee stock plan |
| D. | profit sharing |
| Answer» D. profit sharing | |
| 405. |
The process of ranking in which the relative importance of each job is determined incomparison with the representative job is called |
| A. | relative ranking |
| B. | comparative ranking |
| C. | paired comparison |
| D. | single factor ranking |
| Answer» B. comparative ranking | |
| 406. |
Performance bonus is an example of a/an |
| A. | intrinsic reward |
| B. | extrinsic reward |
| C. | intrinsic wage payment |
| D. | extrinsic wage payment |
| Answer» C. intrinsic wage payment | |
| 407. |
_______ is the systematic process of analyzing and evaluating jobs to determine theirrelative worth in an organization |
| A. | job analysis |
| B. | job design |
| C. | job evaluation |
| D. | job enrichment |
| Answer» D. job enrichment | |
| 408. |
Response, learning, performance and results are four levels of evaluating a managementdevelopment program. This system of evaluation is called |
| A. | taylors system |
| B. | kirkpatricks system |
| C. | werther & davis method |
| D. | armstrong method |
| Answer» C. werther & davis method | |
| 409. |
Paired comparison of employees is a method of |
| A. | ranking |
| B. | checklist |
| C. | point allocation |
| D. | forced choice rating |
| Answer» B. checklist | |
| 410. |
Traditionally, the pay scales in companies were associated with |
| A. | employee performance |
| B. | organizational hierarchy |
| C. | worth hierarchy |
| D. | charm of the employee |
| Answer» C. worth hierarchy | |
| 411. |
______ helps in improving the communication, people management and relationshipmanagement skills of the trainees |
| A. | computer modeling |
| B. | role playing |
| C. | class room lectures |
| D. | vestibule training |
| Answer» D. vestibule training | |
| 412. |
Clear and well defined goals, a definite time plan and an action plan to achieve thesegoals, combined with timely feedback, are characteristics of |
| A. | work standards approach |
| B. | management by objectives |
| C. | bars |
| D. | balanced score card method |
| Answer» C. bars | |
| 413. |
Evaluation of an employees performance by his colleagues is called |
| A. | peer appraisal |
| B. | management by objectives |
| C. | formal appraisal |
| D. | group appraisal |
| Answer» B. management by objectives | |
| 414. |
The process of selecting and developing employees in the organization to occupy keypositions in the future is termed |
| A. | career planning |
| B. | succession planning |
| C. | career development |
| D. | human resource enhancement |
| Answer» C. career development | |
| 415. |
Reassignment of an employee to a higher level job that involves greater responsibility orstatus or pay is termed |
| A. | transfer |
| B. | cross functional transfer |
| C. | demotion |
| D. | promotion |
| Answer» E. | |
| 416. |
Career planning and development programs for employees |
| A. | increase employee frustration |
| B. | promote only a lucky few |
| C. | increase the employee turnover rate |
| D. | ensure future availability of resources |
| Answer» E. | |
| 417. |
Understanding the career aspirations of an employee, determining his capabilities andcompetencies and identifying the gaps is termed |
| A. | need analysis |
| B. | gap analysis |
| C. | opportunity analysis |
| D. | employee analysis |
| Answer» B. gap analysis | |
| 418. |
________ helps organizations identify employee strengths and weaknesses to determineavenues for their career development |
| A. | gap analysis |
| B. | individual assessment |
| C. | organizational assessment |
| D. | opportunity analysis |
| Answer» C. organizational assessment | |
| 419. |
The extent to which employees are aware of their interests, skills, strengths andweaknesses regarding their career goals is termed |
| A. | career motivation |
| B. | career resilience |
| C. | career insight |
| D. | career identity |
| Answer» D. career identity | |
| 420. |
Which of the following is NOT a basic objective of a quality circle |
| A. | to enhance, develop and utilize human resource effectively |
| B. | to develop quality of products as well as productivity |
| C. | to improve quality of work life |
| D. | to increase employee benefits and incentives |
| Answer» E. | |
| 421. |
___________ is a self governing group of workers, with or without their supervisors, whovoluntarily meet on a regular basis to identify , analyse and solve problems in their work fields |
| A. | employee groups |
| B. | quality circles |
| C. | quality systems |
| D. | employee circles |
| Answer» C. quality systems | |
| 422. |
When the management conducts QWL programs in association with the union, it; |
| A. | leads to effective negotiations that enable designing contracts that satisfy both the parties |
| B. | improves the efficiency of the management and strengthens employee organizations |
| C. | encourages participative management and involves employees in decision making |
| D. | all of the above |
| Answer» E. | |
| 423. |
Job sharing, work sharing, phased retirement, all these are examples of |
| A. | part time employment |
| B. | full time employment |
| C. | compressed work week |
| D. | alternative work schedules |
| Answer» B. full time employment | |
| 424. |
An employee in a textile manufacturing firm was given the freedom to opt for the start andquit time for a week. What is the type of flex time being following by the firm |
| A. | glidingtime |
| B. | flexi tour |
| C. | variable day |
| D. | maniflex |
| Answer» C. variable day | |
| 425. |
Maniflex refers to |
| A. | the flex time in which an employee is given the freedom to opt for the start and quit time for a particular period, say a week or a month |
| B. | the flexi time where an employee can start and quit any time on condition that he has to complete 8 hours of work a day |
| C. | flextime which requires an employee to complete 40 hours per week and the number of hours he/she works in a day can be varied |
| D. | a flex time which is similar to variable day and there is no need to work for specific hours |
| Answer» E. | |
| 426. |
All of the following are innovative methods to improve the quality of worklife except |
| A. | flexi time |
| B. | job enrichment |
| C. | job rotation |
| D. | demotion |
| Answer» E. | |
| 427. |
The individuals who reject all the organization standards are labeled as misfits as theiractions contrast organizational goals. They are also called as |
| A. | rebels |
| B. | fire fighters |
| C. | questioners |
| D. | agitators |
| Answer» B. fire fighters | |
| 428. |
_______ should not be one of the first steps in dealing with surplus manpower for a shortperiod |
| A. | leave of absence without pay |
| B. | work sharing |
| C. | loaning |
| D. | retrenchment |
| Answer» E. | |
| 429. |
Concealed identity or blind advertising helps organizations |
| A. | restrict the no. of applicants |
| B. | escape from the notice of competitors when critical positions are vacant |
| C. | lessen the burden of applicants |
| D. | lessen the cost of advertising |
| Answer» C. lessen the burden of applicants | |
| 430. |
Employee referrals is a/an ________ source of recruitment |
| A. | external |
| B. | internal |
| C. | hybrid |
| D. | none of the above |
| Answer» C. hybrid | |
| 431. |
All except one of the following are the different aspects of HRD |
| A. | job evaluation |
| B. | training and |
| C. | career planning |
| D. | performance appraisal |
| Answer» B. training and | |
| 432. |
Decision making is faster in a |
| A. | tall organization |
| B. | flat organization |
| C. | centralised organization |
| D. | none of the above |
| Answer» C. centralised organization | |
| 433. |
One of the following is not a managerial function of HRM |
| A. | planning |
| B. | organizing |
| C. | staffing |
| D. | retrenching |
| Answer» E. | |
| 434. |
Which of the following are guidelines for drafting and maintaining a good job description? |
| A. | indicating the scope and nature of the work and all important relationships |
| B. | indicating the work and duties of the position |
| C. | explaining the supervisory responsibility to the individuals |
| D. | all of the above |
| Answer» E. | |
| 435. |
Which of the following is not indicated by high motivating potential score? |
| A. | high employee motivation |
| B. | high employee performance |
| C. | high employee satisfaction |
| D. | high employee turnover |
| Answer» E. | |
| 436. |
Which of the following HR approaches is most popular currently |
| A. | human resources approach |
| B. | scientific management approach |
| C. | systems approach |
| D. | technical approach |
| Answer» B. scientific management approach | |
| 437. |
HR department maintains a set of proposals and actions that act as reference points formanagers in their dealings with employees. What is this called? |
| A. | hr guide |
| B. | hr ethics |
| C. | hr policy |
| D. | managerial policy |
| Answer» D. managerial policy | |
| 438. |
Which approach states that no one particular management action or design will be suitablefor all situations? |
| A. | human behavior approach |
| B. | role approach |
| C. | systems approach |
| D. | contingent approach |
| Answer» E. | |
| 439. |
Which of the following options is not one of the approaches to HRM? |
| A. | human resource approach |
| B. | systems approach |
| C. | contingent approach |
| D. | statistical approach |
| Answer» E. | |
| 440. |
Which of the following steps should be adhered to, when interviewing? |
| A. | ask demanding and leading questions |
| B. | get too engrossed in the interview to follow the plan |
| C. | interrupt the candidate frequently |
| D. | make the candidate feel comfortable and relaxed |
| Answer» E. | |
| 441. |
___________ is the determination of the job to which an accepted candidate is to be assigned. It is a matching of what the supervisor has reason to think he can do with the jobdemands |
| A. | recruitment |
| B. | placement |
| C. | selection |
| D. | training |
| Answer» C. selection | |
| 442. |
Mohan attended an interview and was very upset with the way it is progressed. The interviewer repeatedly interrupted him, criticized his answers and asked him unrelatedquestions. What is the method of interview adopted |
| A. | panel interview |
| B. | stress interview |
| C. | in depth interview |
| D. | group interview |
| Answer» C. in depth interview | |
| 443. |
A bank wanted to conduct a test for the applicants for the job of a clerk cum cashier. Mostof the applicants were fresh from the college with little experience related to the job. The bank wanted to pick and train the right candidate. Which test do you suggest to be given to the candidates |
| A. | aptitude test |
| B. | intelligence test |
| C. | achievement test |
| D. | situational tests |
| Answer» B. intelligence test | |
| 444. |
__________ test measures a persons ability to classify things, identify relationships and derive analogies. It measures several factors like logical reasoning, analytical skills andgeneral knowledge |
| A. | intelligence test |
| B. | performance tests |
| C. | emotional tests |
| D. | social tests |
| Answer» B. performance tests | |
| 445. |
Which of the following are methods of evaluating the application forms in an organization |
| A. | weighted methodology |
| B. | clinical methodology |
| C. | movingaverage methodology |
| D. | both a and b |
| Answer» E. | |
| 446. |
A formal record of an individuals appeal or intention for employment that helps ingathering information about a prospective candidate is called |
| A. | application bank |
| B. | employee data |
| C. | employee bank |
| D. | data bank |
| Answer» B. employee data | |
| 447. |
_________ is the degree to which the value provided by the selection method enhances theeffectiveness of an organization |
| A. | generalizability |
| B. | utility |
| C. | legality |
| D. | reliability |
| Answer» C. legality | |
| 448. |
In which approach of reliability, a group of candidates take the same test twice, within agap of 2-3 weeks |
| A. | repeat or test retest |
| B. | alternate form |
| C. | parallel form |
| D. | split halves procedure |
| Answer» B. alternate form | |
| 449. |
In the process of selection, the step that follows initial screening interview is normally the |
| A. | decision making interview |
| B. | prelimnary interview |
| C. | reference check |
| D. | analyse the application bank |
| Answer» E. | |
| 450. |
____ helps in identifying the knowledge skill and attitude set that enables an individual todeliver the best performance in his job |
| A. | competency modeling |
| B. | competency planning |
| C. | people competency |
| D. | competency training |
| Answer» B. competency planning | |