About this quiz
50 questions covering every section of the note.
This Lok Sewa practice set has 50 multiple-choice questions (Subject: Public Management · For: Kharidar, Nayab Subba, Section Officer · Level: Easy). Take the quiz above first; after that, use the study list below to revise every question with its correct answer and a short explanation.
Study list: all 50 questions with answers and explanations
HRM aims to put:
- A) The right person in the right job at the right time ✔
- B) Many people in one job
- C) Only senior staff in jobs
- D) Machines in place of people
Why: The basic aim of HRM is to put the right person in the right job at the right time, so the organisation meets its goals.
A statement of a job's duties is the:
- A) Job description ✔
- B) Job specification
- C) Job evaluation
- D) Job rotation
Why: A job description lists the job's title, duties, responsibilities and working conditions: what the job holder must do.
A statement of the qualities needed for a job is the:
- A) Job specification ✔
- B) Job description
- C) Performance appraisal
- D) Induction
Why: A job specification lists the qualifications, skills, experience and personal qualities a person needs to do the job.
Attracting suitable candidates to apply is:
- A) Recruitment ✔
- B) Selection
- C) Placement
- D) Promotion
Why: Recruitment is attracting suitable people to apply, for example through PSC advertisements (विज्ञापन).
Choosing the best candidates is:
- A) Recruitment
- B) Selection ✔
- C) Training
- D) Transfer
Why: Selection is choosing the best among applicants, through written exams, practical tests and interviews.
Which body conducts civil service exams in Nepal?
- A) PSC ✔
- B) NASC
- C) Ministry of Home Affairs
- D) Election Commission
Why: The Public Service Commission (लोक सेवा आयोग) conducts exams for civil service posts and recommends candidates for appointment.
The PSC is provided in which article?
- A) Article 243 ✔
- B) Article 238
- C) Article 245
- D) Article 133
Why: Article 242 creates the Public Service Commission and Article 243 sets its functions, in Part 23 of the Constitution.
What share of open-competition posts is reserved for inclusion?
- A) 33%
- B) 45% ✔
- C) 50%
- D) 25%
Why: Under the Civil Service Act, 45% of posts filled by open competition are reserved for inclusion groups.
Within the reserved posts, women get:
- A) 22%
- B) 27%
- C) 33% ✔
- D) 45%
Why: Women get 33% of the 45% reserved posts, the largest share.
Within the reserved posts, Dalits get:
- A) 5%
- B) 9% ✔
- C) 22%
- D) 27%
Why: Dalits get 9% of the reserved posts.
Within the reserved posts, Madhesi get:
- A) 22% ✔
- B) 27%
- C) 33%
- D) 9%
Why: Madhesi get 22% of the reserved posts.
Introducing a new employee to the organisation is:
- A) Induction ✔
- B) Appraisal
- C) Separation
- D) Discipline
Why: Induction (orientation) introduces a new employee to the office, its rules, colleagues and work, so they settle in quickly.
Training on the job through coaching and rotation is:
- A) On-the-job training ✔
- B) Off-the-job training
- C) Recruitment
- D) Selection
Why: On-the-job training happens at the workplace while working, through coaching, job rotation or working under a senior.
Nepal Administrative Staff College was set up in:
- A) 2029 BS
- B) 2039 BS ✔
- C) 2049 BS
- D) 2059 BS
Why: Nepal Administrative Staff College (NASC) was set up in 2039 BS to train civil servants in management and leadership.
Evaluating an employee's work regularly is:
- A) Performance appraisal ✔
- B) Recruitment
- C) Compensation
- D) HR planning
Why: Performance appraisal (कार्यसम्पादन मूल्याङ्कन) assesses how well an employee has done their work, and is used for promotion and training needs.
The usual retirement age of Nepali civil servants is:
- A) 55
- B) 58 ✔
- C) 60
- D) 65
Why: Civil servants normally retire at 58 years of age under the civil service law.
The Civil Service Act of Nepal is of:
- A) 2049 BS ✔
- B) 2063 BS
- C) 2074 BS
- D) 2015 BS
Why: The Civil Service Act, 2049 BS and the Civil Service Rules, 2050 govern the federal civil service.
Forecasting future staff needs is:
- A) HR planning ✔
- B) Selection
- C) Discipline
- D) Induction
Why: HR planning forecasts how many and what kind of staff will be needed, and plans how to meet that need.
Moving an employee to a higher post is:
- A) Promotion ✔
- B) Transfer
- C) Demotion
- D) Retirement
Why: Promotion moves an employee to a higher post with more responsibility and pay, based on seniority, performance, education and other criteria.
Salary, allowances and benefits come under:
- A) Compensation ✔
- B) Recruitment
- C) Job analysis
- D) Placement
Why: Compensation includes salary, allowances, pension and other benefits given for the work done.
HRM stands for:
- A) Human Resource Management ✔
- B) Higher Revenue Management
- C) Home Rule Ministry
- D) Health Records Management
Why: HRM means Human Resource Management: managing people at work, from planning and hiring to training, motivating and keeping them.
HRM covers getting, developing, using, motivating and:
- A) Keeping the right staff ✔
- B) Firing everyone
- C) Ignoring staff
- D) Only paying salary
Why: HRM also covers keeping (retaining) good staff, because losing skilled employees wastes the investment made in them.
Job analysis produces:
- A) Job description and job specification ✔
- B) Budget and audit
- C) Revenue and tax
- D) Map and survey
Why: Job analysis studies a job in detail and produces two documents: the job description (duties) and the job specification (qualities needed).
Exams and interviews are tools of:
- A) Selection ✔
- B) Recruitment advert
- C) Retirement
- D) Discipline
Why: Written exams, practical tests and interviews are selection tools used to choose the best candidates.
Giving a job to a selected candidate is:
- A) Placement ✔
- B) Recruitment
- C) Separation
- D) Compensation
Why: Placement means assigning the selected candidate to a specific post and office.
Improving knowledge, skills and attitude is:
- A) Training and development ✔
- B) Discipline
- C) Separation
- D) Recruitment
Why: Training and development improve employees' knowledge, skills and attitude, so they do current work better and grow for future roles.
Resignation, retirement or removal are forms of:
- A) Separation ✔
- B) Recruitment
- C) Training
- D) Placement
Why: Separation means the end of employment, through resignation, retirement, dismissal or death.
Within the 45% reservation, Adivasi/Janajati get:
- A) 27% ✔
- B) 33%
- C) 22%
- D) 9%
Why: Adivasi/Janajati get 27% of the reserved posts.
Within the 45% reservation, persons with disabilities get:
- A) 5% ✔
- B) 4%
- C) 9%
- D) 27%
Why: Persons with disabilities get 5% of the reserved posts.
Within the 45% reservation, backward areas get:
- A) 4% ✔
- B) 5%
- C) 9%
- D) 22%
Why: Candidates from backward areas get 4% of the reserved posts. Shares: 33 + 27 + 22 + 9 + 5 + 4 = 100.
Training prepares for the present job; development prepares for:
- A) Future roles ✔
- B) Retirement only
- C) Holidays
- D) Elections
Why: Training improves skills for the current job; development prepares people for higher or future roles, such as leadership.
Classroom courses and seminars are:
- A) Off-the-job training ✔
- B) On-the-job training
- C) Recruitment
- D) Separation
Why: Classroom courses, seminars and workshops away from the workplace are off-the-job training.
Job rotation is a form of:
- A) On-the-job training ✔
- B) Off-the-job training
- C) Punishment
- D) Retirement
Why: Job rotation moves staff through different jobs or sections, so they learn by doing. It is on-the-job training.
Which body gives specialised training in revenue administration?
- A) Revenue Administration Training Centre ✔
- B) Election Commission
- C) Supreme Court
- D) Nepal Army
Why: The Revenue Administration Training Centre trains staff in tax, customs and revenue work.
Which academy trained local development staff?
- A) Local Development Training Academy ✔
- B) Military Academy
- C) Police Academy
- D) Medical College
Why: The Local Development Training Academy (LDTA) trained local government and development staff.
Who fills the performance evaluation form first?
- A) The supervisor ✔
- B) The citizen
- C) The auditor
- D) The minister
Why: The supervisor (immediate senior) evaluates first, then the reviewer, and finally the review committee.
Performance evaluation in the civil service is done:
- A) Every year ✔
- B) Every 10 years
- C) Never
- D) Only at retirement
Why: Civil servants are evaluated every year, and the scores count towards promotion.
Experience in remote areas is a criterion for:
- A) Promotion ✔
- B) Recruitment advert
- C) Leave
- D) Retirement
Why: Promotion gives marks for service in remote (backward) areas, which encourages staff to work there.
Transfer rules usually fix:
- A) A minimum and maximum stay in a place ✔
- B) No rules
- C) Lifetime posting
- D) Daily transfer
Why: Transfer rules set a minimum and maximum period of stay in one office or area, so transfers are fair and not arbitrary.
Compensation includes:
- A) Salary, allowances and benefits ✔
- B) Only punishment
- C) Only training
- D) Only transfer
Why: Compensation includes salary, allowances (such as dearness or remote-area allowance) and benefits like pension and medical support.
Enforcing conduct rules is part of:
- A) Discipline ✔
- B) Recruitment
- C) Compensation
- D) Planning
Why: Discipline keeps order by enforcing conduct rules, with warnings or punishment for breaking them.
Article 243 of the Constitution deals with:
- A) Functions of the Public Service Commission ✔
- B) Budget
- C) Election Commission
- D) Citizenship
Why: Article 243 sets the functions of the Public Service Commission, such as conducting exams for civil service posts and advising on appointment and promotion rules.
The main purpose of inclusive reservation is to:
- A) Make the civil service representative of all groups ✔
- B) Reduce merit entirely
- C) Close the civil service
- D) Favour one group only
Why: Reservation brings women, Dalits, Janajatis, Madhesis and other under-represented groups into the civil service, making it representative of society.
Recruitment means:
- A) Attracting suitable candidates to apply ✔
- B) Choosing the final candidate
- C) Retiring staff
- D) Punishing staff
Why: Recruitment means attracting suitable candidates to apply, building a pool from which the best can be selected.
Which is the correct HR order?
- A) Planning → recruitment → selection → placement → training ✔
- B) Training → planning → selection
- C) Selection → recruitment → planning
- D) Placement → recruitment → planning
Why: HR work follows a logical order: plan needs → recruit applicants → select the best → place them → train and develop them.
Motivated staff mainly lead to:
- A) Better performance ✔
- B) More absence
- C) More complaints
- D) Lower quality
Why: Motivated staff work harder and more willingly, which improves performance and service delivery.
NASC mainly trains civil servants in:
- A) Management and leadership ✔
- B) Farming
- C) Military drills
- D) Banking only
Why: NASC focuses on management, leadership and policy training for civil servants and public-sector managers.
Who reviews the supervisor's evaluation?
- A) The reviewer and then the review committee ✔
- B) The employee's family
- C) The bank
- D) No one
Why: The reviewer (a more senior officer) checks the supervisor's marks, and then the review committee gives the final marks.
Forecasting future staff needs is:
- A) HR planning ✔
- B) Selection
- C) Separation
- D) Training
Why: HR planning is the first step in HRM: forecasting future staff needs and planning how to fill them.
People are called the most important resource because they:
- A) Use all other resources to achieve goals ✔
- B) Cost nothing
- C) Never change
- D) Are not needed
Why: People plan and use money, machines and materials, so they drive whether an organisation achieves its goals.