Human Resources Manager Mock Test 2
Interview Chamber 1. The actual achievements compared with the objectives of the job is:
A) Job description
B) Job evaluation
C) Job performance
D) None of these
Correct Answer
Wrong Answer
2. What is the main responsibility of an HR professional?
A) Recruiting and hiring
B) Training and development
C) Employee relations
D) All of these
Correct Answer
Wrong Answer
3. Work-life balance practices concern:
A) How work hours are arranged
B) Level of education of employee
C) Benefits provided by management
D) None of these
Correct Answer
Wrong Answer
4. ) ________________ is the process of comparing the actual achievements with the objectives of the job.
A) Job design
B) Job performance
C) Job analysis
D) Job grading
Correct Answer
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5. Which of the following is/are not true regarding HR as a specialist? I. Advising managers on HR policies II. Conducting training III. Keeping organizational records
A. Only (I)
B. Only (II)
C. Only (I) and (II)
D. None of above
Correct Answer
Wrong Answer
6. Workforce management includes:
A) Planning and recruitment
B) Training and development
C) Knowledge management
D) All of the above
Correct Answer
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7. Strong Vocational Interest Inventory and Lindsay Test of Values are used for:
A) Job evaluation
B) Self-assessment
C) Organizational analysis
D) Recruitment
Correct Answer
Wrong Answer
8. The process of evaluating performance and comparing it to standards is called:
A) Compensation
B) Performance appraisal
C) Job design
D) Staffing
Correct Answer
Wrong Answer
9. Job specification includes:
A) Duties and responsibilities
B) Job location
C) Required qualifications
D) Performance bonus
Correct Answer
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10. The purpose of manpower planning is:
A) Promote staff
B) Forecast and plan human resources
C) Replace retiring employees only
D) Plan office supplies
Correct Answer
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11. “Right person for the right job” principle is ensured by:
A) Job analysis
B) Payroll system
C) Exit interview
D) Leave policy
Correct Answer
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12. The technique used for planning future HR needs is:
A) Benchmarking
B) Job rotation
C) Forecasting
D) Time motion study
Correct Answer
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13. Open Performance Review and Appraisal System (OPRAS) is used in Tanzania for:
A) Recruitment
B) Evaluating public servant performance
C) Payroll management
D) Disciplinary actions
Correct Answer
Wrong Answer
14. The term HRIS stands for:
A) Human Resource Incentive System
B) Human Resource Information System
C) Human Regulation in Institutions and Services
D) None of the above
Correct Answer
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15. Which of the following is not a source of recruitment?
A) Retirement
B) College campuses
C) Employment agencies
D) Internal promotion
Correct Answer
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16. The primary aim of job evaluation is:
A) Determine fair wages
B) Measure productivity
C) Appraise performance
D) Create job titles
Correct Answer
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17. Job rotation helps in:
A) Increasing pay
B) Skill development and reducing monotony
C) Increasing job specialization
D) None of the above
Correct Answer
Wrong Answer
18. The technique used to determine training needs is:
A) Salary survey
B) Manpower inventory
C) Training needs assessment (TNA)
D) Time motion study
Correct Answer
Wrong Answer
19. Employee orientation is also called:
A) Onboarding
B) Termination
C) Training
D) Coaching
Correct Answer
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20. A key challenge in Tanzanian public service recruitment is:
A) Oversupply of funds
B) Over-qualified candidates
C) Delays in approval and budget
D) Too many vacancies
Correct Answer
Wrong Answer
21. A key challenge in Tanzanian public service recruitment is:
A) Oversupply of funds
B) Over-qualified candidates
C) Delays in approval and budget
D) Too many vacancies
Correct Answer
Wrong Answer
22. Which training institution in Tanzania is widely recognized for producing certified HR professionals?
A) Institute of Social Work (ISW)
B) Tanzania Revenue Authority (TRA)
C) UDSM Business School
D) Sokoine University
Correct Answer
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23. Which document must be submitted when applying for pension benefits in Tanzania?
A) Birth certificate
B) NHIF card
C) NSSF number
D) Job description
Correct Answer
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24. What is the role of the CMA (Commission for Mediation and Arbitration) in Tanzania?
A) Collect taxes
B) Resolve employment disputes
C) Approve company registrations
D) Inspect factories
Correct Answer
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25. Which of the following is not part of the recruitment process?
A) Job analysis
B) Job description
C) Selection
D) Termination
Correct Answer
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26. In Tanzanian labor law, a probation period should not exceed:
A) 3 months
B) 6 months
C) 12 months
D) 1 month
Correct Answer
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27. The major law governing employment relationships in Tanzania is:
A) Workers Compensation Act
B) Companies Act
C) Employment and Labour Relations Act
D) Public Finance Act
Correct Answer
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28. In Tanzanian labor law, a probation period should not exceed:
A) 3 months
B) 6 months
C) 12 months
D) 1 month
Correct Answer
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29. The major law governing employment relationships in Tanzania is:
A) Workers Compensation Act
B) Companies Act
C) Employment and Labour Relations Act
D) Public Finance Act
Correct Answer
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30. What is a key responsibility of the OSHA authority in Tanzania?
A) Provide loans
B) Monitor tax payments
C) Ensure workplace safety
D) Conduct police background checks
Correct Answer
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31. What is the legal working age in Tanzania under the Employment and Labour Relations Act, 2004?
A) 14
B) 15
C) 18
D) 21
Correct Answer
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32. The most suitable method of selection for an Accountant position is:
A) Physical test
B) Written test and interview
C) Aptitude test only
D) Panel voting
Correct Answer
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33. Which of the following is not a purpose of HRM?
A) Employee satisfaction
B) Organization branding
C) Conflict generation
D) Compliance with labor laws
Correct Answer
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34. What is the most important function of job evaluation?
A) Decide training needs
B) Establish pay structure
C) Reduce staff
D) Increase productivity
Correct Answer
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35. Which of the following is a non-monetary benefit?
A) Salary
B) Bonus
C) Medical insurance
D) Overtime
Correct Answer
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36. Who is responsible for maintaining the employee file and all personal records in the organization?
A) Manager
B) Supervisor
C) HR Department
D) Legal Department
Correct Answer
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37. HR policy is:
A. Optional
B. For managers only
C. A guide to HR practices
D. Not written
Correct Answer
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38. Succession planning is about:
A. Future leadership
B. Customer service
C. Payroll
D. Procurement
Correct Answer
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39. Performance-based pay is linked to:
A. Achievement of targets
B. Hours worked
C. Age
D. Seniority
Correct Answer
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40. Strategic HRM aligns HR with:
A. Accounting goals
B. Organizational goals
C. Legal team
D. Clients
Correct Answer
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41. A job description includes:
A. Job title
B. Duties
C. Reporting lines
D. All of the above
Correct Answer
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42. A grievance is:
A. Promotion
B. Pay raise
C. Employee complaint
D. Reward
Correct Answer
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43. Employee turnover means:
A. Transfers
B. Employees leaving the organization
C. Promotions
D. Salary hikes
Correct Answer
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44. Downsizing is:
A. Reducing workforce
B. Promoting employees
C. Increasing salaries
D. Hiring interns
Correct Answer
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45. Industrial relations deal with:
A. Employee and employer relationships
B. Marketing
C. Customer feedback
D. Finance
Correct Answer
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46. An employee benefit includes:
A. Penalty
B. Suspension
C. Medical allowance
D. Layoff
Correct Answer
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47. Internal recruitment is:
A. Filling vacancies from within the organization
B. Hiring consultants
C. Using job boards
D. Outsourcing HR
Correct Answer
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48. Collective bargaining is conducted between:
A. Employees and HR
B. Employer and union
C. Government and employees
D. Customers and staff
Correct Answer
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49. Overtime pay is required when an employee:
A. Works more than legal hours
B. Comes late
C. Misses work
D. Signs a contract
Correct Answer
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50. Which one is not part of job evaluation methods?
A. Point method
B. Factor comparison
C. Grievance handling
D. Ranking method
