What is Your HR IQ ? Take this Challenge
What's Your HR IQ Score ?
Find out what's your HR IQ ? Take this challenge .
Start
Congratulations - you have completed What's Your HR IQ Score ? .
You scored %%SCORE%% out of %%TOTAL%%.
Your performance has been rated as %%RATING%%
Your answers are highlighted below.
Question 1 |
The most common reason for the failure of organizational change initiatives is that
A | The strategic plan was not communicated to employees |
B | Organization leaders did not support the change. |
C | There was no training system in place |
D | Employees were not prepared for the change |
Question 1 Explanation:
The most common reason for the failure of change initiatives is that people were not prepared for the change and given time to assimilate the reasons for the change. While a change in strategic direction is the basis for organization changes, failing to communicate it in and of itself will not lead to failure of a change initiative. Leaders who do not support change do have an influence on employees, but that factor alone is not the most common reason for failure.
Question 2 |
Which one of the following statements is not correct’? In the matrix structure of organization, there is:
A | Less Conflict |
B | Dual chain of command |
C | better communication |
D | More flexibility |
Question 2 Explanation:
Conflict is less in matrix structure of the Organization.
Question 3 |
Which one of the following is not included in “hygiene” factors in the Herzberg two-factor theory of motivation?
A | Salary |
B | Responsibility |
C | Company's Policy |
D | Working Condition |
Question 4 |
Training methods that are focused on the learner are known as:
A | Experiential |
B | Active |
C | Passive |
D | Vestibule |
Question 4 Explanation:
Active training methods such as case studies, CBT, and programmed instruction are focused on the learner
Question 5 |
To determine the numbers and types of jobs necessary to realize business goals, HR must assess the KSAs available within the organization during a staffing needs analysis. What other factor is necessary to complete the assessment?
A | The KSAs needed to achieve future goals |
B | The tasks, duties, and responsibilities for the work |
C | The KSAs available in the local labor market |
D | The organization’s core competencies |
Question 5 Explanation:
A staffing needs analysis begins with an assessment of the KSAs needed to achieve future goals along with those that are currently available within the organization
Question 6 |
What is the purpose of a diversity initiative?
A | To educate all employees about other groups in the workforce |
B | To educate all employees about the benefits of diversity |
C | To increase organizational creativity |
D | To increase the comfort level of employees |
Question 6 Explanation:
A diversity initiative is designed to increase diversity in an organization. Diversity training educates employees about the cultural and social differences in other cultures and is designed to increase the comfort level of employees. A benefit of diversity is increased organizational creativity.
Question 7 |
The middle value when values are arranged in order from high to low, is the
A | Mean |
B | Median |
C | Mode |
D | Moving average |
Question 7 Explanation:
Median is defined as the middle value when values are arranged from high to low. Half the numbers are higher than the median; half are lower
Question 8 |
The magnitude of change is divided into two forms; if a restaurant chain adopts a strategy of going global in its operations this is an example of
A | First order change |
B | Path dependency Change |
C | Second Order Change |
D | Primary Order change |
Question 9 |
Which one of the following is not a component of expectancy model of motivation?
A | Valence |
B | Positive reinforcement |
C | Performance-outcome equation |
D | Effort-Performance equation |
Question 10 |
Succession planning should not be just an annual event, instead it should be an ongoing process within the organization. Every manager should have at least one potential replacement. The element of succession planning being referred to here is :
A | Long term Perspective |
B | Continuity |
C | Turnover Management |
D | Emphasis on results |
Question 10 Explanation:
Succession planning should not be an annual event. Management should rather create an environment to facilitate continuous succession thinking. Every manager should strive to develop at least one candidate.
Question 11 |
Which of the following alternatives is not one of the eight career anchors as put forth by Edgar Schein?
A | Security/Stability |
B | Ethics/Value |
C | Entrepreneurial Creativity |
D | Autonomy/Independence |
Question 11 Explanation:
The eight career anchor Edgar Schein are autonomy/independence, security/stability, technical/functional competence, general management, entrepreneurial creativity, service, pure challenge and lifestyle
Question 12 |
When an employee is not happy with the job and when the organization does not recognize the individuals goals, it initially leads to
A | Dissatisfaction |
B | Grievance |
C | Complaint |
D | Labour unrest |
Question 12 Explanation:
When an employee is not happy with the job and when the organization does not recognize the indviduals goals
Question 13 |
When you are using any assessment tool, it is important that the tool has validity, validity refes to
A | The assessment measure what it is supposed to measure |
B | The same results are demonstrated over time |
C | The result are based on more than one interviewer |
D | The reviewer reach the same conclusion. |
Question 13 Explanation:
In psychometrics, validity has a particular application known as test validity: "the degree to which evidence and theory support the interpretations of test scores" ("as entailed by proposed uses of tests").[2]
In the area of scientific research design and experimentation, validity refers to whether a study is able to scientifically answer the questions it is intended to answer
Question 14 |
Hyderabad Chemicals Limited awards the “Safest Unit” award annually to the unit with the best safety record, across its 18 units. This is an example of
A | Incorrect Discipline |
B | Enforced Discipline |
C | Negative Discipline |
D | Positive Discipline |
Question 14 Explanation:
If employees are motivated through rewards , appreciation , constructive support, reinforcement or approved personal actions to conform to organizational rules and regulations is positive discipline. If employees are forced to follow the rules and regulation of the organization by inducing fear in them it’s termed as negative or enforced discipline
Question 15 |
A female employee comes to you and complains that she is being sexually harassed by her supervisor, but she tells you not to tell anyone because she is afraid he will retaliate against her. What do you do?
A | Take no action since she told you in confidence. |
B | Suspend the supervisor pending an investigation |
C | Ask her coworkers if they have noticed anything unusual |
D | Begin the investigative process |
Question 15 Explanation:
E. During the course of the investigation, the alleged harasser will be told that retaliation will not be tolerated by the company. Once an employee complains of sexual harassment, even if they do so in confidence and do not want an investigation, the company is legally obligated to conduct the investigation. Based only on a single complaint, suspending the supervisor without an investigation is not appropriate. Likewise, asking her coworkers if they have noticed anything unusual should only be done as part of an investigation and with instructions to not discuss the situation with others.
Once you are finished, click the button below. Any items you have not completed will be marked incorrect.
Get Results
There are 15 questions to complete.
← |
List |
→ |
Return
Shaded items are complete.
| 1 | 2 | 3 | 4 | 5 |
| 6 | 7 | 8 | 9 | 10 |
| 11 | 12 | 13 | 14 | 15 |
| End |
Return
You have completed
questions
question
Your score is
Correct
Wrong
Partial-Credit
You have not finished your quiz. If you leave this page, your progress will be lost.
Correct Answer
You Selected
Not Attempted
Final Score on Quiz
Attempted Questions Correct
Attempted Questions Wrong
Questions Not Attempted
Total Questions on Quiz
Question Details
Results
Date
Score
Hint
Time allowed
minutes
seconds
Time used
Answer Choice(s) Selected
Question Text
All done
Need more practice!
Keep trying!
Not bad!
Good work!
Perfect!
0
0
votes
Article Rating
it great and knowledgeable. Thanks
interesting IQ test http://t.co/Q2ZBYTb2M6 via @VinayRavindran1.Must take!!
Nice and helpful.
Really intresting try once i got 64% ahmedrehan971@gmail.com
It is interesting and please keep on sending this type HR IQ test to me.
GAIN OF OUR KNOWLEDGE AND EXPERIENCE
Very interesting QUIZ, I really enjoyed it
Thanks, It is interesting and please add me and sent me latest update on HR
useful information.
Its worthy and knowledge sharing. Good and keep it up n expecting few more updates puzzles
Interesting IQ
Good One
Good one…knowledge sharing
Sure
Interesting one.. enjoyed the quiZ
very informative and intresting topic covered
Great knowledge
Good test, liked it…
Good,very interesting and informative. Thank you.
Nice one , pls share such assessment.
Good questions… Share more and can you make it specific topic wise… Like 10 questions only for Rewards and then 10 more diff. Link… For Training
Good exercise…
Good
Dear Sir, It is an eye opener for me to know the real stuff in me. Thanks a lot. Pls share some of the IQ tests with answers in HR Domain, which a HR Manager must know.
Interesting IQ test. Scope to improve.
Good one to assess ourself. Share more on laxman.sutar@ymail.com
Interesting quiz
Question number 6 is bit tricky, multiple answers are included in the answer summary.
Good exercise and eye opener session. Please share some of the HR IQ level tests with answers. Thanks a lot
Good refection of what we think we know ….vs results. …
HR
Knowledge journey
Fruitful QZ
It’s a good knowledge