Management MCQs

An example of learning and growth perspective in balanced scorecard is

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A. employee turnover rates
B. operating capabilities and number of patents
C. operating income and revenue growth
D. customer satisfaction and market share
✅ The correct answer is option A.
An example of learning and growth perspective in balanced scorecard is employee turnover rates. Employee turnover rate is calculated by dividing the number of employees who left the company by the average number of employees in a certain period in time. This number is then multiplied by 100 to get a percentage.

Which of the following is not true of the activity known as job analysis?

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A. The rate of pay for the job is fixed.
B. The job elements are rated in terms such as frequency. Of use or amount of time involved
C. It aims to describe the purpose of a job and the conditions under which it is performed
D. Jobs are broken into elements such as information required or relations with other people
✅ The correct answer is option A.
The rate of pay for the job is fixed is not true of the activity known as job analysis. It is not fixed.

To make promised payments, federal money can

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A. raise taxes
B. print money
C. increase labour hours
D. both a and b
✅ The correct answer is option D.
To make promised payments, federal money can raise taxes and print money. Promised payment is an agreement between a borrower and a lender in which borrower states he or she will provide payment by a specific date.

Type of distribution, which consists of alternative outcomes and probabilities of events is classified as

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A. event table
B. outcome table
C. decision table
D. probability table
✅ The correct answer is option C.
Type of distribution, which consists of alternative outcomes and probabilities of events is classified as decision table. Decision tables are a concise visual representation for specifying which actions to perform depending on given conditions.

A specified country

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A. Other Country
B. Other People
C. Parent Company
D. Other Subsidiary
✅ The correct answer is option C.
Parent Company is a specified country. A parent company is a company that owns enough voting stock in another firm to control management and operation by influencing or electing its board of directors. Companies that operate under this management are deemed subsidiaries of the parent company.

Which of the following best describes the mode of international business used by most companies?

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A. mixed ventures
B. foreign direct investment
C. joint ventures
D. exporting and importing
✅ The correct answer is option D.
Exporting and importing best describes the mode of international business used by most companies. Exporting is the sale of products and services in foreign countries that are sourced or made in the home country. Importing refers to buying goods and services from foreign sources and bringing them back into the home country.

One of the external sources of recruitment is

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A. Retired managers and employees
B. Dependents of deceased employees
C. Gate hiring
D. None of the above
✅ The correct answer is option C.
The External Sources of Recruitment mean hiring people from outside the organization. The concept of gate hiring is to select people who approach on their own for employment in the organisation. This happens mostly in the case of unskilled and semi­skilled workers. When large numbers of workers are required at the initial stage of the organisation, then this method is suitable.

Which of the following statements most accurately defines human resource management?

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A. Human resource management contributes to business strategy and plays an important role in the implementation of business strategy
B. Human resource management is an approach to managing people
C. Human resource management seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and per
D. Human. Resource management focuses on people as the source of competitive advantage
✅ The correct answer is option C.
Human resource management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. (Storey, 1995)