Once the company mission has been turned into strategic goals, what is the next step?
Correct answer C. Formulate strategies
Subject / 920 questions
HRM MCQs
HRM MCQs are multiple-choice questions on Human Resource Management, the function that plans, recruits, selects, trains, appraises, rewards and retains an organisation's people. They help business students and candidates for HR, lecturer and management trainee posts. Every question on MCQs360 shows its correct answer instantly, so you can check your understanding of each HR concept.
- Coaching, Careers and Talent Management 193
- Training and Developing Employees 77
- Managers Role in Strategic HRM 65
- Performance Management and Appraisal 63
- Pay for Performance and Financial Incentives 50
- Labor Relations and Collective Bargaining 35
- Introduction to Human Resource Management 33
- Benefits and Services 24
- Job Analysis 21
- Ethics Justice and Fair Treatment 17
- Managing Global Human Resources 13
- Human Resource Planning and Recruiting 11
- Interviewing candidates 10
- Employee Testing and Selection 9
What happens if a person sees an imbalance between their contribution and the pay they receive?
Correct answer A. Tension is created
What does a pay grade consist of?
Correct answer C. Jobs of equal difficulty
Advertisement
How are blue-collar workers often paid?
Correct answer D. Time based pay
How is comparing quite dissimilar jobs, such as nurses with technicians, best described?
Correct answer C. Comparable worth
In the job grading method, what is a group of jobs that differ in content but are similar in difficulty called?
Correct answer A. Grades
What is comparing salaries with coworkers doing similar jobs called?
Correct answer C. Individual equity
What are the levels within a pay grade called?
Correct answer D. Pay ranges
Which type of equity covers fair procedures for allocating pay rates?
Correct answer C. Procedural equity
Advertisement
What does the equity theory of motivation include?
Correct answer D. All of the above
Wages and salaries are included in which type of payment?
Correct answer C. Direct financial payments
What is it called when pay rates for a job depend on each individual’s performance?
Correct answer A. Individual equity
In recent years, what has replaced job title and tenure as the basis for pay?
Correct answer B. Employee performance and competencies
Which method adds up the points for each compensable factor to give a job a total score?
Correct answer C. Point method
What are the levels or steps within pay grades, often based on years of service, called?
Correct answer B. Pay ranges
Advertisement
When an employee compares their pay with colleagues in the same company holding the same position, what is it called?
Correct answer D. Individual equity
What is comparing the fairness of a job’s pay with other jobs in the same company called?
Correct answer B. Internal equity
What is the method called in which numerical ratings are calculated and each job is arranged according to factors such as skill?
Correct answer A. Factor comparison method
The equity theory of motivation applies most often to employees who feel what?
Correct answer D. Under paid
Defining the factors that jobs will be compared on is part of which step?
Correct answer C. Selection of compensable factors
About HRM MCQs
Human Resource Management deals with the people side of organisations. Questions test definitions and processes, such as what job analysis produces, what Management by Objectives means, how incentive pay rewards workers who exceed standards, and what the unfreezing stage of Lewin's change model involves. Because HR textbooks use specific terms, small differences in wording often separate the right answer from the rest.
The collection covers fourteen subtopics that follow a standard HRM course. These include the manager's role in strategic HRM, job analysis, HR planning and recruiting, employee testing and selection, and interviewing candidates. Development topics cover training, coaching, careers and talent management, and performance management and appraisal, including rating scales. Reward chapters deal with pay for performance, benefits and services, while ethics, labour relations, collective bargaining and global HR complete the set.
HRM is a core subject in BBA, MBA and public administration programmes and appears in lecturer and subject specialist tests, management trainee recruitment and banking tests. In India it features in UGC NET management and labour welfare papers, and it supports HR officer recruitment in Bangladesh. Practising MCQs helps you remember models, theorists and terms accurately, and apply them to short workplace scenarios.
Key facts to remember
- Job analysis produces two main outputs, the job description and the job specification.
- Kurt Lewin's change model has three stages: unfreezing, moving and refreezing.
- Peter Drucker popularised Management by Objectives in his 1954 book The Practice of Management.
- A graphic rating scale lists traits and a range of performance values for each trait.
- Collective bargaining is negotiation between an employer and a union over pay and working conditions.
- 360-degree feedback collects appraisal input from supervisors, peers, subordinates and sometimes customers.
- Recruitment can draw on internal sources, such as promotions, or external sources, such as advertisements.
Exams that include HRM MCQs
Pakistan
- PPSC
- FPSC
- Lecturer tests
- NTS
- Banking job tests
India
- UGC NET
- Campus placements
- State PSC exams
Bangladesh
- BCS
- Bank job exams
- Government job tests
How to prepare for HRM MCQs
- Draw the HR process as a flow from planning and recruitment to selection, training, appraisal and rewards, then place each subtopic on it.
- Learn the appraisal methods, such as graphic rating scales, ranking, forced distribution and BARS, with one clear feature of each.
- Memorise key models and their authors, including Lewin's change model and Drucker's Management by Objectives, as author questions are common.
- Distinguish closely related terms like job description and job specification, or training and development, because options often swap them.
- Revise labour relations vocabulary, including collective bargaining, grievance and arbitration, which appears regularly in public sector HR papers.
Frequently asked questions
What are the most important topics in HRM MCQs?
The most important topics are job analysis, HR planning and recruitment, selection and interviewing, training and development, performance appraisal, and compensation and incentives. Strategic HRM, labour relations and collective bargaining also appear often. Many questions test models and authors, such as Lewin's change model and Management by Objectives.
Which exams ask HRM MCQs?
HRM MCQs appear in PPSC and FPSC lecturer and management tests, NTS business tests and banking job tests in Pakistan. In India they feature in UGC NET management and labour welfare papers and in campus placement tests. In Bangladesh, bank job exams and government HR officer tests include HRM questions.
How many HRM MCQs are on MCQs360?
MCQs360 has more than 900 HRM MCQs across fourteen subtopics, from job analysis to managing global human resources. Each question shows its correct answer instantly, and practice is free with no sign-up, so you can revise alongside your HRM textbook one chapter at a time.
How should I prepare for HRM MCQs?
Study a standard HRM textbook chapter by chapter, making short notes of definitions, models and lists. After each chapter, practise the matching MCQs to test recall. Pay attention to closely related terms, and finish with mixed sets covering the whole HR cycle from planning to labour relations.
What is job analysis in HRM?
Job analysis is the process of collecting information about a job's duties, responsibilities and required skills. It produces a job description, which lists what the job involves, and a job specification, which lists the qualifications a person needs. These outputs support recruitment, selection, training, appraisal and pay decisions.
What is Management by Objectives?
Management by Objectives is an approach in which managers and employees agree specific, measurable goals together and then review progress against them. It was popularised by Peter Drucker in 1954. In appraisal, MBO judges performance by how well agreed objectives are achieved, linking individual targets to organisational goals.
Last reviewed October 2026