“200”, Test
Questions and Answers for Human Resource Manager/Public
Administration – Judiciary of Tanzania.
ABSTRACT
This compilation presents 200
multiple-choice test questions and answers specifically designed to
assist candidates preparing for the Human Resource Manager or Public
Administration position at the Judiciary of Tanzania. The questions are modeled
based on the Public Service Recruitment Secretariat’s (PSRS) online aptitude
test format, known for its challenging and conceptually close answer choices.
The content aligns with the key duties and responsibilities outlined in the job
description, including personnel record management, interpretation of staffing
structures, manpower planning, statistical analysis, and handling of routine
staff matters. Each question is accompanied by four answer choices and a clear
rationale to enhance understanding and reinforce learning. This resource aims
to improve candidates’ analytical thinking, decision-making, and
problem-solving skills required in human resource management and public
administration within the public service.
Prepared by: Human Resource Managers
Compiled by Johnson Yesaya Mgelwa.
A lawyer stationed in Dar-es-salaam.
0628729934.
Date: June 1, 2025
Dear applicants,
This collection of questions and answers
has been carefully prepared to help all of you to understand the key areas
tested during the interview. The goal is to provide a useful, and practical
study guide so you can all perform confidently and fairly in the selection
process. I wish you the best of luck, and may this resource support you in
achieving success!
Warm regards,
Johnson Yesaya Mgelwa
For Personal Use by Applicants Preparing
for Human Resource Manager/Public Administration – Judiciary of Tanzania.
ALL
QUESTIONS TOGETHER.
1. Which of the following best describes a Human Resource Planning process?
A. Hiring new employees immediately after a vacancy B. Analyzing future HR needs and developing strategies to meet them C. Advertising job vacancies using social media D. Assigning new employees to different departments randomly
Answer: B
Rationale:
Human Resource Planning involves analyzing current and future workforce needs
to develop strategies that ensure the right number of people with the right
skills are in the right jobs at the right time.
2. What is the primary purpose of maintaining accurate employee records?
A. For disciplinary actions only B. To simplify tax deductions C. To support decisions regarding employee management and statutory compliance D. To store extra paperwork
Answer: C
Rationale:
Employee records provide essential data for HR decisions, help monitor
compliance with laws, and support payroll, benefits, and disciplinary
procedures.
3. In public administration, “delegation of authority” means:
A. Transferring all decision-making power to junior staff B. Granting responsibility and matching authority to subordinates C. Ignoring hierarchy to speed up service delivery D. Removing top-level responsibilities completely
Answer: B
Rationale:
Delegation ensures tasks are done efficiently by assigning authority with
responsibility while maintaining accountability within organizational
structures.
4. Which of the following is most important when conducting a training needs assessment?
A. Counting the number of staff available B. Identifying performance gaps and desired competencies C. Scheduling training during public holidays D. Interviewing only senior managers
Answer: B
Rationale:
Training should be based on performance gaps and strategic goals. A training
needs assessment identifies these to guide the development of effective
programs.
5. Which of the following is NOT a component of effective manpower planning?
A. Forecasting labor demand B. Planning for employee benefits C. Auditing existing workforce skills D. Developing recruitment strategies
Answer: B
Rationale:
While benefits are important in HR, manpower planning focuses on ensuring the
right talent is available, not on benefit administration.
6. What is the key function of a job description in HR management?
A. Listing all employees in an organization B. Outlining job duties, responsibilities, and qualifications C. Displaying job advertisements online D. Recording salaries and bonuses
Answer: B
Rationale:
A job description clearly defines what is expected from an employee in terms of
tasks, roles, and the skills required to fulfill a position.
7. In interpreting a public service structure, the term “scheme of service” refers to:
A. Annual salary breakdown B. Set of guidelines on career progression, qualifications, and duties C. Chart of organizational hierarchy D. Legal code of ethics
Answer: B
Rationale:
A scheme of service provides standardized information on job functions,
required qualifications, and promotion paths within public service.
8. The best method for storing employee data for quick
retrieval and long-term safety is:
A. Filing papers alphabetically in metal drawers B. Using computerized human
resource information systems (HRIS) C. Keeping information with team
supervisors D. Locking physical files in a storeroom
Answer: B
Rationale:
A computerized HRIS provides secure, scalable, and efficient record-keeping
compared to traditional manual systems.
9. Which of the following is a statutory requirement in
Tanzania’s public service recruitment process?
A. Political recommendation letters B. Gender balance and merit-based
recruitment C. Family consent D. Private HR interviews
Answer: B
Rationale:
Tanzania’s recruitment policy emphasizes fairness, transparency, and
meritocracy, while promoting gender balance in public service.
10. What is the logical first step when handling an
employee grievance?
A. Reporting to the media B. Ignoring the complaint until it escalates C.
Recording and investigating the complaint D. Transferring the employee to
another unit
Answer: C
Rationale:
Grievances should be documented and investigated professionally to maintain
trust and ensure fair resolution of issues.
11. What is the advantage of analyzing workforce
statistics?
A. Identifies employees who gossip B. Tracks leave days for punishment C. Helps
in planning, budgeting, and performance management D. Exposes underpaid staff
to unions
Answer: C
Rationale:
Workforce statistics inform strategic decisions, such as recruitment, training,
and resource allocation based on trends and performance.
12. Which of the following computer applications is most
useful in organizing employee databases?
A. Paint B. Excel C. VLC Media Player D. Photoshop
Answer: B
Rationale:
Microsoft Excel offers features for storing, analyzing, and retrieving data,
making it a fundamental tool in HR record management.
13. A training program is considered effective if:
A. Employees finish early B. The venue is far from the office C. It results in
improved job performance and productivity D. It has many breaks
Answer: C
Rationale:
The effectiveness of training is measured by how well it enhances an employee’s
skills and job outcomes.
14. In an organizational structure, a “span of control”
refers to:
A. Number of tasks assigned to each employee B. The amount of control a manager
has over budget C. Number of subordinates reporting to a supervisor D. The
quality of supervision
Answer: C
Rationale:
Span of control indicates how many employees a manager directly supervises,
affecting efficiency and decision-making.
15. What is the purpose of induction training for new
employees?
A. To introduce company culture, rules, and responsibilities B. To teach them
how to file complaints C. To punish them for lateness D. To conduct salary
negotiations
Answer: A
Rationale:
Induction helps new employees adapt quickly by familiarizing them with
workplace policies, expectations, and procedures.
16. Which principle ensures that public servants perform
their duties ethically?
A. Nepotism B. Public service code of conduct C. Leave policy D. Staff party
planning committee
Answer: B
Rationale:
The code of conduct sets the ethical and professional standards expected of
civil servants in their public roles.
17. When an HR officer prepares a staff training plan,
which is the most critical factor to consider?
A. Popularity of the training institute B. The preferences of top management C.
Relevance of training to organizational goals and staff performance gaps D.
Proximity of training location to workplace
Answer: C
Rationale:
Training should align with institutional goals and address specific performance
needs, not personal or logistical preferences.
18. Which HR strategy can help reduce high employee
turnover?
A. Withholding promotions B. Employee engagement and career development plans C.
Delaying salaries D. Ignoring performance reviews
Answer: B
Rationale:
Engagement, recognition, and growth opportunities increase employee
satisfaction and reduce the likelihood of resignation.
19. What is the role of job evaluation in HR management?
A. Deciding who gets transferred B. Determining the relative worth of a job for
salary structuring C. Measuring who works fastest D. Assigning secret tasks to
employees
Answer: B
Rationale:
Job evaluation helps determine appropriate salary levels and ensures fairness
and consistency in compensation systems.
20. An essential HR document that contains an employee's
career history, qualifications, and evaluations is:
A. The stock register B. The personal file C. The payslip D. The guest book
Answer: B
Rationale:
A personal file consolidates all employment-related data, facilitating
performance monitoring, training planning, and compliance tracking.
21. When forecasting human resource supply, which factor is
least relevant?
A. Internal promotions and retirements B. Resignations and terminations C.
Number of people applying for jobs online D. Training completion rates
Answer: C
Rationale:
Online job applications show interest, not internal resource availability. HR
supply forecasting focuses more on workforce transitions and development.
22. What method is best used to reduce bias during
recruitment?
A. Relying on oral interviews only B. Having a diverse and qualified interview
panel C. Prioritizing applicants from specific regions D. Using handwritten
applications only
Answer: B
Rationale:
A diverse and skilled interview panel promotes fairness, reduces subjectivity,
and ensures decisions are based on merit.
23. In the public sector, which institution is responsible
for overseeing HR matters in ministries?
A. The Judiciary B. Public Service Recruitment Secretariat C. National
Examination Council D. Immigration Department
Answer: B
Rationale:
The Public Service Recruitment Secretariat handles public service employment
procedures, ensuring legal compliance and recruitment transparency.
24. Which of the following best defines a performance
appraisal?
A. Bonus allocation meeting B. Judgment of personal behavior only C. Formal
evaluation of an employee’s job performance D. Random peer assessment
Answer: C
Rationale:
A performance appraisal is a structured process to assess employee performance
against set objectives to guide career development and rewards.
25. What action best improves record-keeping systems in HR?
A. Locking files in safes B. Using advanced digital systems with backups C.
Hiring more clerks D. Limiting access to only directors
Answer: B
Rationale:
Digitized HR systems ensure secure, efficient, and real-time access to data,
which improves recordkeeping, minimizes errors, and supports analysis.
26. Which of the following is an example of qualitative
data in HR management?
A. Number of staff on leave B. Annual training budget C. Feedback on employee
satisfaction D. Employee age list
Answer: C
Rationale:
Qualitative data captures non-numeric insights such as opinions, attitudes, and
satisfaction, which help HR understand staff experiences and workplace culture.
27. What is the most appropriate action when a public
employee constantly violates the code of conduct?
A. Ignore the behavior to avoid conflict B. Transfer the employee to another
department C. Initiate disciplinary procedures according to public service
regulations D. Discuss the issue informally in staff meetings
Answer: C
Rationale:
Violations of conduct should be addressed through proper disciplinary channels
as per civil service guidelines to ensure fairness and compliance.
28. Which of the following is a function of human resource
development (HRD)?
A. Filing personal records B. Organizing cleaning schedules C. Planning and
delivering employee training programs D. Hiring security guards
Answer: C
Rationale:
HRD focuses on enhancing employee skills and performance through training,
coaching, and professional development.
29. When conducting manpower forecasting, which tool is
MOST used for analyzing trends?
A. Employee ID cards B. Historical workforce data C. Office seating plan D.
Staff ID photos
Answer: B
Rationale:
Historical data enables HR to analyze past patterns in hiring, turnover, and
retirements to make accurate future projections.
30. The principle of merit in public service recruitment
implies:
A. Hiring based on tribal preference B. Selection based on qualifications and
competence C. Promoting relatives of current employees D. Posting job ads only
in urban areas
Answer: B
Rationale:
Merit-based recruitment ensures fairness by focusing on qualifications,
experience, and ability, not favoritism or personal relationships.
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