Strategic Human Resource Management Mock Test

Refer to Strategic Human Resource Management Mock Test below. Students of BBA Strategic Human Resource Management can do the below online test and refer to the full list of free Strategic Human Resource Management BBA Mock Online Test provided below. These online Mock tests for BBA Strategic Human Resource Management have been designed based on the pattern of questions expected to come in the upcoming examinations and the latest syllabus. This Strategic Human Resource Management Mock Test is a free online mock practice test based on the important multiple choice questions (MCQs) from your BBA syllabus. The test for the topic Strategic Human Resource Management includes a series of carefully selected questions with four options each as you can see below. Whether you’re a first-year, second-year, or final-year BBA student, this test will help you revise key questions that are likely to appear in your semester exams or university assessments.

Online Mock Test for BBA Strategic Human Resource Management

In the Mock test for BBA Strategic Human Resource Management you can see the list of questions below with options out of which you have to select one correct answer and after completing the test you can check your answers and score. This mock test will help students to check understanding of all topics in Strategic Human Resource Management. Mock tests for Strategic Human Resource Management are a proven way to boost BBA exam performance. The more you practice, the more confident you become in your exams. Our BBA: Strategic Human Resource Management Online Mock Test will help you understand the subject better and prepare for exams more effectively

BBA Strategic Human Resource Management Mock Test

1. The scope of human resource management includes

Development Procurement Compensation All of the options

2. Which of the 'following aptly describes the role of line managers and staff advisors, namely HR professionals?

Line managers are concerned more about developing HR programmes whereas staff advisors are more involved in implementing such programmes. Staff advisors focus more on developing HR programmes while line managers are more involved in the implementation of those programmes. Line managers alone are responsible for developinq, implementing and evaluating the HR programmes while staff advisors are not all involved in any matters concerning HR. Staff advisors are solely responsible for developing, implementing and evaluating the HR programmes while line managers are not all involved in any matters concerning HR.

3. A company's ability to meet its short-term financial obligations is measured by which of the following categories?

Profitability ratios Liquidity ratios Leverage ratios Activity ratios

4. Which of the following is NOT a common criticism of using personality tests in selection?

An individual's personalitycan vary with circumstances Good performers in the same job may have different personalities There are no reliable instruments with which to assess personality Candidates can fake the answers, so giving a misleading impression

5. The human resource management functions aim at

improving an organisation's creditworthiness among financial institutions helping the organisation deal with its employees in different stages. of employment ensuring that the human resources possess adequate capital, tool, equipment and material to perform the job successfully None of the options

6. A marketing department that promises delivery quicker than the production department's ability to produce is an example of a lack of understanding of the:

interrelationships among functional areas and firm strategies synergy of the business units. need to maintain the reputation of the company. organisational culture and leadership

7. Which of the following is closely associated with strategic human resource management?

Efficient utilisation of human resources Providing the best possible training Attracting the best human resources All of the options

8. organisation relies on the following sources of capital

cultural, human and source capital cultural, human and system capital social, cultural and human capital None of the options

9. Which of the following is a key HR role as defined by Ulrich et al (2009)?

Personnel administrator Organisational geographer Business ally Payroll adviser

10. The "balanced scorecard" supplies top managers with a ___________view of the business.

longterm financial fast but comprehensive detailed and complex simple and routine

11. How can HRM help to build successful cross-border alliances?

By ensuring that international joint ventures are staffed by high-quality managers By ensuring that organisations spend 25% of their budgets on cross-border alliances By ensuring that organisations export their ideas to other societies and cultures By ensuring that a strategy is in place before embarking on a cross-border alliance

12. Which of the following is not a recruitment technique?

Interviews performance appraisal psychometric testing ability tests

13. Human resource management is normally in nature

Reactive Proactive Combative None of the options

14. Which of the following lists is comprised of support activities?

Human resource management, customer service, marketing and sales, and operations Customer service, information systems, technology development, and procurement Human resource management, information systems, procurement, and firm infrastructure Human resource management, technology development, customer service, and procurement

15. Which of the following would not form part of a flexible reward package?

ability to 'buy and sell' leave days performance-related pay cafeteria benefits non-pay items such as child care vouchers

16. Human resource management is the formal part of an organisation responsible for all of the following aspects of the management of human resources except:

systems, processes, and procedures management of the organisation's finances strategy development and analysis policy making, implementation, and enforcement

17. Which one of the following becomes a creative factor in production?

Human Resources Consumers Capital Land

18. The term 'emotional labour' is associated with which author?

Stephen Fineman Arlie Hochschild Yiannis Gabriel David Sims

19. The focus of Human Resource Management revolves around'

Money Machine Motivation Men

20. In strategic human resource management, HR strategies are generally aligned with:

business strategy marketing strategies economic strategy finance strategy

21. Which of the following techniques are not connected with human resource planning?

simple linear regression Markov matrix analysis succession planning management of change

22. What kinds of practices outlined below are typically associated with non-standard working and flexibility?

The reduction in distinctions between standard and unsocial hours or standard and extra hours Premium rates for unsocial hours The voluntary agreement of unsocial hours working 9-5 working hours

23. Which items below are' forms of perceptual errors made during the selection process?

The interview setting A candidate's time-keeping The time of day Like-me judgements

24. Human Resource Management is primarily concerned with:

Sales Dimensions of people Cost discipline External environment

25. Which of the stages below are part of the Systematic Training Cycle?

Analyse operating conditions Design training Deliver on time Evaluate customer feedback

26. Wide range of abilities and attributes possessed by people are called as

Human Resources Entrepreneur Intreprenuer Management

27. Human Resource Management aims to maximise employees as well as organisational

Performativity Efficiency Effectiveness Economy

28. What is the main disadvantage of off-the-job learning?

It isn't always directly related to real organisational issues and needs Long term costs Accessibility for those training The time needed to set up

29. Which of the below is a form of interview used in candidate selection?

The disciplinary interview The appraisal interview The return to work interview The competency based interview

30. Human resource management helps improve

Profits Power Productivity Production

31. Although firm infrastructure is quite frequently viewed only as overhead expense, it can become a source of competitive advantage. Examples include all of the following except:

effective information systems contributing significantly to a firm's overall cost leadership strategy. marketing expertise increasing a firm's revenues and enabling it to enter new markets. top management providing a key role in collaborating with important customers. negotiating and maintaining ongoing relations with regulatory bodies

32. Strategic human resource management involves:

linking human resources with strategic objectives to improve performance setting employment standards and policies planning, foresight and analytical decision making All of the options

33. How does the selection of an international assignee usually take place?

Formal recruitment process that includes internal and external candidates Informal discussion between each member of a specific team. Formal interview process with internal staff. Informal discussion based on chance conversations with internal staff.

34. The balanced scorecard proposes that organisational success depends on:

a focus on only the internal environment of the organization a constantly changing external environment the belief that it is impossible to take a rationalist view of the organisation to make optimal choices an ability to develop a complete list of cause and effect relationships driving a firm's success

35. Most organisations for Talent Management

Experience a more disengaging workforce who are less loyal Are effective in measuring performance and productivity Have effective and pro-active talent management strategies Will have the same skills requirements for jobs in the future as jobs do not change much

36. Deployment of which resource is difficult to master

Human Capital Land Natural

37. Identify the top most goal of human resource management?

Work force adaptability Productivity Legal compliance Competitive edge

38. Trends in Talent Management include:

Management and leadership skills are seen as most valuable to modern and competitive organisations An increase in post-high school training and education in the future Teaching jobs are very difficult to fill All of the options

39. The critical role of the SHRM Application Tool is to:

outline techniques, frameworks, and six steps that must be followed to effectively implement change in an organization identify and assess a narrow group of actions and plan how the organisation can overcome resistance to change develop a better strategic management process to deal with the dynamic changing environment today's organisations face identify if the organisation has enough staff, if the staff need training, if the compensation practices are appropriate, and if jobs are designed correctly

40. Which one is not the specific goal of human resource management?

Motivating employees Attracting applicants Retaining employees Separating employees

41. Which is the most popular method of recruiting applicants to jobs?

Corporate website Employee referral schemes Commercial job boards Radio and TV advertisement

42. A cultural view of learning considers the values and norms of communities through:

Talk, practices and stories Music, song and dance Rituals, language and religion Myths, legends and proverbs

43. Identify which one is an added specific goal of human resource management:

Learning Unlearning Retraining Separating

44. Benefits of Talent Management include:

Creating a competitive advantage Creating a competitive advantage and Improved client relations and retention Improved client relations and retention A reduction in the recruitment cycle

45. What is a 'communities of practice' approach to organisational learning?

An approach that focuses on the values, beliefs and norms of a social group An approach that has a clear set of defined practices to use in all situations An approach that focuses on the skills embedded within the group An approach that focuses on practising 'best practice'

46. Which selection method remains the most used by organisations?

References Interviews Ability tests A trial period

47. Which consulting company is associated with the concept of talent management?

McKinsey Boston Consulting Group Deloitte Price Waterhouse Coopers

48. What do rational processes to recruitment and selection typically ignore?

The use of power and micropolitics by managers Labour market demand The time it takes to get to work Wages

49. The difference between human resource management and personnel management is:

Narrow Insignificant Wide Marginal

50. What are the ideas underpinning 'soft', 'e commitment', or 'high-road' HRM practices?

Employees are a cost which should be minimized A disregard for unlocking discretionary effort Labour needs to be treated as an asset to be invested in A lack of mutuality existing between employer and employee

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BBA Mock online test Strategic Human Resource Management

The above link for Strategic Human Resource Management Mock Test will help you to check your understanding of all important concepts which have been prepared based on latest BBA syllabus. The free online mock tests for Strategic Human Resource Management should be used by BBA students to check their understanding. We bring here the biggest collection of Strategic Human Resource Management BBA MCQ Test to help you prepare properly and get highest rank in exams. Students can attempt the mock tests for BBA as many number of times as these mock online tests for BBA Strategic Human Resource Management have been developed by our teachers after thorough review of the latest book and based on pattern of questions in upcoming exams.

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a. The Strategic Human Resource Management Mock Test has 30-50 questions for students as per BBA Sample Papers pattern.
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