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100+ Free HRM & Industrial Relations Practice Questions

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2026 Statistics

Key Facts: HRM & Industrial Relations Exam

100 marks

Total Exam Score

ICSB Syllabus

3 hours

Exam Time Limit

ICSB Guidelines

50%

Passing Score

ICSB Regulations

16 weeks

Maternity Leave

Labour Act Section 46

200%

Overtime Pay Rate

Labour Act Section 108

50+ workers

Safety Committee

Labour Act Section 90A

The ICSB HRM & Industrial Relations exam is a 3-hour paper-based test worth 100 marks with a 50% passing score. Administered by the Institute of Chartered Secretaries of Bangladesh, it covers human resource planning, selection validity, and performance systems in Part A, and the Bangladesh Labour Act 2006 (covering worker classifications, termination, leaves, safety committees, and conciliation) in Part B.

Sample HRM & Industrial Relations Practice Questions

Try these sample questions to test your HRM & Industrial Relations exam readiness. Each question includes a detailed explanation. Start the interactive quiz above for the full 100+ question experience with AI tutoring.

1Which of the following best describes the primary focus of Strategic Human Resource Management (SHRM)?
A.Administering employee benefits and processing payroll accurately
B.Aligning human resource practices and policies with the long-term business goals of the organization
C.Conducting routine safety inspections and managing incident reports
D.Managing employee files and maintaining legal compliance records
Explanation: Strategic Human Resource Management (SHRM) focuses on integrating HR strategies and practices with the overall strategic objectives of the firm to improve business performance and foster innovation. While administrative duties, safety, and compliance are essential functional activities, they do not define the strategic alignment that is central to SHRM.
2In the context of SHRM models, what does the 'Resource-Based View' (RBV) of the firm suggest?
A.HR should focus solely on minimizing labor costs to improve competitive positioning
B.A firm's competitive advantage lies in its unique, valuable, rare, and inimitable human resources
C.External environmental factors are the sole determinants of organizational success
D.Organizations should standardize all human resource practices across industries
Explanation: The Resource-Based View (RBV) of the firm posits that internal resources, specifically human capital, can provide a sustained competitive advantage if they are Valuable, Rare, Inimitable, and Non-substitutable (VRIN framework). This shifts the focus from external market factors to internal organizational capability.
3Which HR metric is calculated by dividing total operating costs of the HR department by the total number of employees in the organization?
A.Cost per hire
B.HR expense factor (HR cost per employee)
C.Revenue per employee
D.Training investment factor
Explanation: The HR expense factor, or HR cost per employee, measures the operational efficiency of the HR department by dividing total HR department expenses by the total organizational headcount. This metric helps organizations monitor whether HR overhead is scaling appropriately with company size.
4Under the Michigan Model of Strategic HRM (also known as the hard model), which of the following is emphasized?
A.Employee development, empowerment, and mutual trust
B.Strict alignment of HR systems with organizational strategy to treat human resources as consumable assets
C.Prioritizing employee work-life balance and psychological well-being
D.Developing long-term psychological contracts between workers and management
Explanation: The Michigan Model (Fombrun, Tichy, & Devanna) represents the 'hard' approach to SHRM. It emphasizes that employees are resources that must be obtained cheaply, used sparingly, and developed fully to meet business strategies, with a tight alignment between strategy, structure, and HR systems.
5When conducting a SWOT analysis for human resources, which of the following would be classified as an organizational 'Threat'?
A.A high voluntary turnover rate among skilled engineers in the company
B.An outdated Human Resource Information System (HRIS) used for tracking leave
C.Aggressive hiring campaigns by major competitors targeting the firm's top talent
D.A government subsidy program for local apprentice training
Explanation: In a SWOT analysis, Threats are external factors that could negatively affect the organization. Aggressive recruitment of the firm's talent by competitors is an external threat. High turnover and outdated HRIS are internal Weaknesses, while a government subsidy is an external Opportunity.
6Which quantitative demand-forecasting technique uses mathematical relationships between historical sales volume and headcount requirements to project future staffing levels?
A.Delphi technique
B.Trend analysis
C.Ratio analysis
D.Regression analysis
Explanation: Regression analysis is a statistical method that examines the relationship between an independent variable (like sales volume or production output) and a dependent variable (like headcount) to forecast future staffing needs. It is more sophisticated than simple trend or ratio analysis because it calculates mathematical coefficients of correlation.
7What is the primary purpose of a transition probability matrix (such as Markov analysis) in HR planning?
A.To evaluate the validity of selection tests used in hiring
B.To analyze the internal flow of employees through various job categories over time
C.To calculate the return on investment of training programs
D.To determine appropriate salary grades for newly created positions
Explanation: Markov analysis is a quantitative technique used to forecast the internal supply of labor. It uses a transition matrix to show the probability that an employee in a particular job category will remain in that job, move to another job within the firm (promotion/demotion), or leave the organization during a given period.
8Which of the following is the most direct solution for an organization experiencing a projected labor shortage in the short term?
A.Implementing voluntary retirement schemes
B.Offering overtime opportunities to existing staff
C.Conducting job evaluation studies
D.Instituting temporary lay-offs
Explanation: Offering overtime is a highly flexible, short-term solution to address a labor shortage without the long-term commitments and costs associated with permanent hiring. It can be implemented and discontinued quickly as labor demand fluctuates.
9Succession planning is a strategic HR planning activity that primarily focuses on:
A.Outsourcing non-core business activities to third-party vendors
B.Identifying and developing high-potential employees to fill key leadership roles in the future
C.Managing the collective bargaining process with trade unions
D.Standardizing annual performance appraisal ratings
Explanation: Succession planning is a systematic process of identifying and developing internal talent with the potential to fill key business leadership positions when they become vacant. This ensures business continuity and minimizes leadership gaps.
10In HR planning, what is the term used to describe the difference between the projected demand for labor and the projected internal supply of labor?
A.Selection ratio
B.Labor gap
C.Attrition rate
D.Span of control
Explanation: A labor gap represents the mismatch (either a surplus or a shortage) identified when comparing the projected future demand for workers against the projected internal supply of workers. Identifying this gap is the core outcome of HR planning and guides subsequent recruitment or downsizing strategies.

About the HRM & Industrial Relations Exam

The Human Resource Management & Industrial Relations paper (Subject Code: 101) is a core requirement for Certificate Level-I of the ICSB Chartered Secretary qualification. It tests students' understanding of strategic human resource management principles, talent acquisition, training evaluation, and performance calibration, alongside a thorough knowledge of the Bangladesh Labour Act 2006. The law section covers worker rights, working hours, health and safety, dispute resolution mechanisms, and Labor Court procedures.

Assessment

100 marks written exam containing descriptive theory, justification questions, and legal case scenarios

Time Limit

3 hours

Passing Score

50%

Exam Fee

~BDT 2,000 (ICSB (Institute of Chartered Secretaries of Bangladesh))

HRM & Industrial Relations Exam Content Outline

50%

Part A: Human Resource Management

Strategic HRM, workforce forecasting, job analysis/specification, selection test validity, ADDIE training design, Kirkpatrick levels of evaluation, performance appraisals (BARS/MBO), job evaluation methods, and HR audits

50%

Part B: Industrial Relations & Bangladesh Labour Law

Bangladesh Labour Act 2006 provisions including worker classifications, probation, termination (Section 19), retrenchment, discharge/dismissal, misconduct inquiries, working hours/overtime, leaves, canteens, crèches, safety committees (Section 90A), CBA registrations, conciliation, and Labor Courts

How to Pass the HRM & Industrial Relations Exam

What You Need to Know

  • Passing score: 50%
  • Assessment: 100 marks written exam containing descriptive theory, justification questions, and legal case scenarios
  • Time limit: 3 hours
  • Exam fee: ~BDT 2,000

Keys to Passing

  • Complete 500+ practice questions
  • Score 80%+ consistently before scheduling
  • Focus on highest-weighted sections
  • Use our AI tutor for tough concepts

HRM & Industrial Relations Study Tips from Top Performers

1Master the distinction between Job Description and Job Specification; this is a frequent descriptive exam topic.
2Understand the difference between Job Enlargement and Job Enrichment, particularly under the Job Characteristics Model.
3Memorize the key sections of the Bangladesh Labour Act 2006, especially Section 19 (Termination), Section 20 (Retrenchment), and Section 23 (Misconduct).
4Be ready to calculate overtime pay: it is double (200%) the basic wage rate, dearness allowance, and interim wages under Section 108.
5Know the statutory thresholds: a canteen is required at 250+ workers, a crèche at 40+ female workers, and a Safety Committee at 50+ workers (Section 90A).
6Study the step-by-step misconduct procedure under Section 24, including the 7-day written notice and the domestic inquiry.
7Understand the dispute resolution hierarchy: bilateral negotiation goes first, followed by conciliation (30-day limit), voluntary arbitration, and the Labor Court.

Frequently Asked Questions

What is the ICSB HRM & Industrial Relations exam?

This exam (Subject Code: 101) is a mandatory paper-based written test at the Certificate Level-I of the Chartered Secretary (CS) professional course in Bangladesh, administered by the Institute of Chartered Secretaries of Bangladesh (ICSB). It is divided equally into Part A (Human Resource Management) and Part B (Industrial Relations & Labour Law).

What is the passing score for the ICSB HRM & IR exam?

Candidates must score a minimum of 50% (50 marks out of 100) to pass the subject. There is no negative marking, but answers are evaluated qualitatively based on the depth of theoretical knowledge, clarity of arguments, and correct application of Bangladesh Labour Law provisions.

How long is the official examination and what is its format?

The official exam is a 3-hour paper-based written test. It consists of descriptive questions, justification prompts, and practical labor-dispute case scenarios. Typically, candidates are asked to answer a set number of questions from each part (e.g., three out of five questions in each part).

What topics are covered under the Bangladesh Labour Law section?

Part B covers key sections of the Bangladesh Labour Act 2006 (and subsequent amendments). Major topics include the classification of workers (Section 4), termination (Section 19), retrenchment (Section 20), misconduct and dismissal (Section 23), daily/weekly working hours, overtime calculation (Section 108), canteens, crèches, Safety Committees (Section 90A), CBA elections, conciliation, and Labor Court procedures.

How much does the exam cost and when is it held?

The subject exam registration fee is approximately BDT 2,000. ICSB conducts examinations twice a year, typically in the months of June and December. Students must register and pay their fees ERP portal before the deadline.