OTHERS

Question 1

What does 360-degree feedback involve?
A) Ratings by only senior managers
B) Only self-evaluation
C) Feedback from clients only
D) Evaluation from external sources only
E) Ratings from multiple levels and sources

Answer 1

Ratings from multiple levels and sources

Question 2

Which of the following best describes achievement testing?
A) Tools for hiring decisions
B) Assessments to measure knowledge relevant to job performance
C) A method of performance appraisal
D) Tests for personal traits
E) A method to evaluate employee skills
———-

Answer 2

Assessments to measure knowledge relevant to job performance

Question 3

What is the main goal of advanced interviewing?
A) To gather insights beyond traditional interviewing
B) To use only standardized tests
C) To provide a casual interviewing experience
D) To conduct quick hiring processes
E) To eliminate candidates based on resumes
———-

Answer 3

To gather insights beyond traditional interviewing

Question 4

In the alternation ranking method, what do assessors do?
A) Use peer reviews exclusively
B) Rank based on self-assessment
C) Rank all employees on a scorecard
D) Create random rankings
E) Select the best and worst performers based on criteria
———-

Answer 4

Select the best and worst performers based on criteria

Question 5

The purpose of an applicant personality test is to:
A) Evaluate technical skills
B) Predict fit based on personality traits
C) Measure educational qualifications
D) Test problem-solving abilities
E) Assess past work experience
———-

Answer 5

Predict fit based on personality traits

Question 6

What is the main focus of an appraisal interview?
A) Solely discussing salary increases
B) Conducting tests for job skills
C) Discussing performances and areas for improvement
D) Giving feedback without interaction
E) Verifying past work experiences
———-

Answer 6

Discussing performances and areas for improvement

Question 7

What distinguishes apprenticeship training?
A) It has no mentorship component
B) It’s exclusively for administrative roles
C) It does not focus on practical skills
D) It combines on-the-job training with classroom learning
E) It only involves classroom instruction
———-

Answer 7

It combines on-the-job training with classroom learning

Question 8

What is the purpose of a background check in hiring?
A) To confirm educational qualifications only
B) To assess personality traits
C) To measure job performance
D) To investigate past records and verify candidate information
E) To provide references
———-

Answer 8

To investigate past records and verify candidate information

Question 9

Which performance appraisal method uses behaviorally anchored rating scales?
A) BARS method
B) Self-assessment
C) Achievement tests
D) Alternation ranking
E) 360-degree feedback
———-

Answer 9

BARS method

Question 10

What is the aim of benchmarking jobs?
A) To improve educational backgrounds of employees
B) To set policies for promotions
C) To increase employee dissatisfaction
D) To analyze employee personality
E) To determine relative job value and pay structure
———-

Answer 10

E) To determine relative job value and pay structure

Question 11

What is a candidate in the context of employment?
A) An individual who has been hired
B) A recruiter
C) An individual already employed
D) An individual seeking employment or appointment
E) A job description
———-

Answer 11

An individual seeking employment or appointment

Question 12

What is the purpose of campus recruitment?
A) To inform employers about job vacancies
B) To evaluate educational institutions
C) To hire permanent employees
D) To provide students with information about employment opportunities
E) To conduct interviews
———-

Answer 12

To provide students with information about employment opportunities

Question 13

What does career development involve?
A) Informal training programs
B) Hiring contingent personnel
C) Compensation adjustments
D) A formal approach to ensure availability of qualified personnel
E) Employee appraisals
———-

Answer 13

A formal approach to ensure availability of qualified personnel

Question 14

What is the length of case studies typically provided to trainees?
A) 30 to 50 pages
B) 6 to 10 pages
C) 5 to 30 pages
D) 10 to 20 pages
E) 1 to 5 pages
———-

Answer 14

5 to 30 pages

Question 15

What is a central tendency error?
A) Overrating employee performance
B) Not rating employees at all
C) Rating employees only at the extreme ends
D) Only evaluating top performers
E) Rating employees incorrectly near the average
———-

Answer 15

Rating employees incorrectly near the average

Question 16

In the context of coaching, what is the understudy method?
A) Peer training among employees
B) Training a subordinate by a superior
C) A method of passive learning
D) Group workshops
E) Online tutorials
———-

Answer 16

Training a subordinate by a superior

Question 17

What does a cognitive ability test measure?
A) Communication skills
B) Personality traits
C) Problem-solving and critical thinking abilities
D) Technical skills
E) Physical strength
———-

Answer 17

Problem-solving and critical thinking abilities

Question 18

What is the primary role of a Compensation Manager?
A) Overseeing training programs
B) Managing departmental budgets
C) Designing benefits programs
D) Appraising employee performance
E) Recruitment of new employees
———-

Answer 18

Designing benefits programs

Question 19

What does a competency model define?
A) Organizational hierarchy
B) Company policies
C) Employee training needs
D) The skills and knowledge requirements of a job
E) Job vacancies
———-

Answer 19

The skills and knowledge requirements of a job

Question 20

What characterizes contingent personnel?
A) Seasonal workers
B) Permanent employees
C) Interns
D) Freelancers only
E) Temporary workers hired for specific tasks without formal employment
———-

Answer 20

Temporary workers hired for specific tasks without formal employment

Question 21

What is a competency model primarily used for?
A
Defining job skill requirements
B
Conducting performance appraisals
C
Recruiting new employees
D
Managing HR policies

Answer 21

Defining job skill requirements

Question 22

what characterizes contingent personnel?
A
They manage HR strategy
B
They are permanent employees
C
They perform tasks without formal hiring
D
They conduct depth interviews

Answer 22

They perform tasks without formal hiring

Question 23

Which method involves keeping records of significant employee actions?
A
Direct recruitment
B
Depth interview
C
Critical incident method
D
Competency model

Answer 23

Critical incident method

Question 24

What is the role of corporate HR teams?
A
To conduct interviews
B
To recruit contingent personnel
C
To manage HR strategy and policy
D
To evaluate employee performance

Answer 24

To manage HR strategy and policy

Question 25

What does a depth interview focus on?
A
Detailed candidate information
B
Employee performance
C
Job vacancies
D
Competency definitions

Answer 25

Detailed candidate information