Human Resource Management MCQ – Change your future

1011. Process through which the organization seeks applicants for potential employment called as

Correct Answer: Correct answer is: (A) Recruitment.

Exam Relevance: HR Management Exams, MBA Entrance Exams, Competitive Government Exams

Difficulty: Easy

Concept notes: Recruitment is the process through which an organization seeks applicants for potential employment.

Common Mistakes: Students may confuse recruitment with selection, which is the process of choosing the most suitable candidate from the pool of applicants.

Explanations: Recruitment involves activities such as advertising job openings, sourcing candidates, and collecting applications. It is the initial step in the hiring process where the organization aims to attract potential employees. Selection, on the other hand, involves evaluating and choosing the best candidate from those who have applied.

Option Analysis:

Option A: Correct. Recruitment is the process of seeking applicants for potential employment.
Option B: Incorrect. Selection is the process of choosing the most suitable candidate from the pool of applicants.
Option C: Incorrect. Job Analysis is the process of collecting information about the job duties, responsibilities, and skills required for a job.
Option D: Incorrect. Job Design is the process of determining the tasks and responsibilities of a job and how they should be organized.

Mnemonic: R - Recruitment: Reach out to potential employees.

1012. What is an organized group of employees who come together to strengthen their bargaining position called as?

Correct Answer: Correct answer is: (D) Trade union.

Exam Relevance: UPSC, SSC, Banking Exams, MBA Entrance Exams

Difficulty: Easy

Concept notes: A trade union is an organized group of employees who come together to strengthen their bargaining position with employers.

Common Mistakes: Students may confuse a trade union with a welfare committee, which focuses on employee welfare rather than collective bargaining.

Explanations: A trade union is specifically designed to enhance the bargaining power of employees by uniting them in a collective effort. This collective effort allows employees to negotiate better terms and conditions of employment, such as wages, working hours, and safety standards. The other options do not accurately describe this organized group of employees.

Option Analysis:

Option A: Job description refers to a document that outlines the roles, responsibilities, and qualifications for a job, not an organized group of employees.
Option B: Welfare committee focuses on employee welfare and support, not collective bargaining.
Option C: Outside union is not a standard term and does not accurately describe an organized group of employees within a company.
Option D: Trade union is the correct term for an organized group of employees who come together to strengthen their bargaining position.

1013. The culture in which values and beliefs followed by the human capital of the firm

Correct Answer: Correct answer is: (C) Organizational Culture.

Exam Relevance: MBA, HRM, Organizational Behavior

Difficulty: Moderate

Concept notes: Organizational culture refers to the values, beliefs, and behaviors that characterize an organization and influence the way its members interact and work together.

Common Mistakes: Students may confuse organizational culture with other types of cultures, such as specialist or generalist cultures, which are more specific to certain roles or functions within an organization.

Explanations: Organizational culture encompasses the shared values and beliefs that guide the behavior of the human capital within a firm. It shapes the norms, attitudes, and practices that define the organization's identity and influence how employees interact and perform their tasks. This makes it the most appropriate answer for the culture that influences the values and beliefs of the firm's human capital.

Option Analysis:

Option A: Specialist Culture refers to a culture that focuses on specific skills or expertise, which is not the broad concept of values and beliefs shared by all members of the firm.
Option B: Generalist Culture refers to a culture that values a broad range of skills and knowledge, but it does not encompass the shared values and beliefs of the entire organization.
Option C: Organizational Culture is the correct answer as it refers to the shared values, beliefs, and behaviors that characterize the entire organization and influence its members.
Option D: Shared Culture could be a subset of organizational culture, but it is not a standard term used in organizational behavior and management literature.

1014. Process of determining and reporting pertinent information relating to the nature of a specific job.

Correct Answer: Correct answer is: (B) Job Analysis.

Exam Relevance: HR Management Exams, MBA Exams, Competitive Government Exams

Difficulty: Moderate

Concept notes: Job Analysis is the process of determining and reporting pertinent information relating to the nature of a specific job.

Common Mistakes: Students often confuse Job Analysis with Job Description, which only outlines the duties and responsibilities of a job.

Explanations: Job Analysis involves a comprehensive examination of the job's tasks, duties, responsibilities, and the skills, knowledge, and abilities required to perform the job effectively. It is a systematic process that provides detailed information about the job, which can be used for various purposes such as job evaluation, recruitment, and training. Job Specification, on the other hand, is a document that lists the qualifications and characteristics required for a job, while Job Description outlines the specific duties and responsibilities of the job.

Option Analysis:

Option A: Job Specification is incorrect because it refers to the qualifications and characteristics required for a job, not the process of analyzing the job itself.
Option B: Job Analysis is the correct answer as it involves the process of determining and reporting pertinent information about a specific job.
Option C: Job Description is incorrect because it only outlines the duties and responsibilities of a job, not the comprehensive analysis of the job.
Option D: None of the above is incorrect because Job Analysis is the correct term for the process described.

Mnemonic: J.A. = Job Analysis

1015. Job ..... is when workers swap jobs after a certain amount of time.

Correct Answer: Correct answer is: (A) Rotation.

Exam Relevance: HRM exams, Organizational Behavior exams, Management exams

Difficulty: Easy

Concept notes: Job rotation involves workers swapping jobs periodically to gain a broader range of skills and experiences.

Common Mistakes: Students may confuse job rotation with job enlargement, which involves increasing the number of tasks within a job, or job enrichment, which involves adding more responsibility and autonomy to a job.

Explanations: Job rotation is the process where workers switch between different jobs or tasks at regular intervals. This allows employees to gain a variety of skills and experiences, which can improve their overall job satisfaction and versatility. The other options do not involve swapping jobs, but rather altering the scope or nature of a single job.

Option Analysis:

Option A: Correct. Job rotation involves workers swapping jobs periodically.
Option B: Incorrect. Job enlargement involves increasing the number of tasks within a job, not swapping jobs.
Option C: Incorrect. Job enrichment involves adding more responsibility and autonomy to a job, not swapping jobs.
Option D: Incorrect. Promotion involves moving to a higher position within the same job role, not swapping jobs.

Mnemonic: R - Rotate, R - Replace, R - Roles

1016. Making offer is part of

Correct Answer: Correct answer is: (B) Selecting process.

Exam Relevance: HRM exams, Management exams, Business exams

Difficulty: Moderate

Concept notes: The selecting process in human resource management involves evaluating candidates and deciding who to offer a job to.

Common Mistakes: Students may confuse the making offer stage with the recruiting process, which involves attracting and identifying potential candidates.

Explanations: Making an offer is part of the selecting process because it occurs after evaluating candidates and deciding on the best fit for the position. The recruiting process focuses on attracting and identifying potential candidates, while the selecting process involves evaluating and making a final decision on who to offer the job to.

Option Analysis:

Option A: Recruiting process involves attracting and identifying potential candidates, not making offers.
Option B: Selecting process involves evaluating candidates and making a final decision, including making an offer.
Option C: Compensating process involves determining and providing compensation, not making job offers.
Option D: On boarding process involves integrating new hires into the organization, not making job offers.

1017. A worker in an organization will be holding a new position because the worker holding the position has gone on maternity leave. When the second worker is back from maternity leave, the former will be moved back to his or her old position. His or her payroll and legal reporting will be the same even after the position changes.Which transfer method should be used for the first movement of the said worker?

Correct Answer: Correct answer is: (B) Temporary Assignment.

Exam Relevance: HR Management Exams, Organizational Behavior Exams, Human Resources Certification Exams

Difficulty: Moderate

Concept notes: Temporary Assignment is used when an employee is temporarily moved to a different position and will return to their original position after a specified period.

Common Mistakes: Students may confuse Temporary Assignment with Transfer, which is a permanent change in position.

Explanations: The worker is temporarily moving to a new position due to another worker's maternity leave. The worker will return to their original position once the maternity leave ends. Therefore, the appropriate method is Temporary Assignment, as it reflects the temporary nature of the position change.

Option Analysis:

Option A: Transfer is incorrect because it implies a permanent change in position, which is not the case here.
Option B: Temporary Assignment is correct because it accurately reflects the temporary nature of the position change.
Option C: Global Transfer is incorrect because it implies a permanent change in position and typically involves a change in location, which is not applicable here.
Option D: Global Temporary Assignment is incorrect because it implies a temporary change in position and typically involves a change in location, which is not applicable here.

Mnemonic: Temporarily Away, Back Soon (TABS)

1018. Bias made by a manager who give high marks for a worker who has similarity with him is called as .....

Correct Answer: Correct answer is: (B) Halo effect.

Exam Relevance: HRM exams, Organizational Behavior exams, Psychology exams

Difficulty: Moderate

Concept notes: The halo effect is a cognitive bias where an overall impression of a person influences how one feels and thinks about their character. In the context of performance evaluation, it can lead a manager to give high marks to an employee based on a positive impression of one trait or similarity, rather than objective performance.

Common Mistakes: Students may confuse the halo effect with other biases like central tendency bias or prejudice and stereotyping, which also affect performance evaluations but in different ways.

Explanations: The halo effect occurs when a manager's overall positive impression of an employee, often due to a similarity or a single positive trait, influences their evaluation of the employee's overall performance. This leads to higher marks being given, even if the performance does not objectively warrant it. This aligns with the scenario described in the question.

Option Analysis:

Option A: Central tendency bias involves rating employees in the middle of the scale to avoid extremes, which does not fit the scenario of giving high marks due to similarity.
Option B: Halo effect is the correct answer as it describes the scenario where a manager gives high marks due to a positive overall impression or similarity.
Option C: Prejudice and stereotyping involve biases based on preconceived notions about groups, not individual similarities.
Option D: Recency effect involves giving more weight to recent events, not overall impressions or similarities.

1019. An availability of information systems to integrate recruitment with learning is a part of

Correct Answer: Correct answer is: (C) Talent management.

Exam Relevance: HRM exams, MBA exams, Talent Management certifications

Difficulty: Moderate

Concept notes: Talent management involves the strategic planning and execution of activities to attract, develop, and retain employees. It includes various processes such as recruitment, training, and development.

Common Mistakes: Students may confuse talent management with other HR functions like retirement planning or selection procedures, which are more specific and do not encompass the broader scope of talent management.

Explanations: Talent management is a comprehensive approach to managing the workforce, which includes integrating recruitment with learning and development. This ensures that new hires are not only selected based on their qualifications but also have the potential to grow and contribute to the organization's long-term goals. The availability of information systems to integrate recruitment with learning is a key component of talent management, as it facilitates a seamless transition from recruitment to onboarding and continuous learning.

Option Analysis:

Option A: Phased retirement is a strategy for gradually reducing work hours before full retirement and does not directly relate to integrating recruitment with learning.
Option B: Preretirement counseling focuses on preparing employees for retirement and does not involve integrating recruitment with learning.
Option C: Talent management encompasses the strategic management of the workforce, including recruitment and learning, making it the correct answer.
Option D: Modifying selection procedures is a specific HR activity and does not cover the broader scope of integrating recruitment with learning.

1020. The advantage of external recruiting is that

Correct Answer: Correct answer is: (B) They are useful for companies too small to have dedicated recruiters.

Exam Relevance: HR Management Exams, MBA Entrance Exams, Competitive Recruitment Exams

Difficulty: Easy

Concept notes: External recruiting involves hiring individuals from outside the organization. This method can be particularly advantageous for smaller companies that lack the resources to maintain a dedicated recruitment team.

Common Mistakes: Students may mistakenly believe that external recruiting is always more expensive or time-consuming, overlooking the benefits it can provide to smaller organizations.

Explanations: External recruiting is beneficial for companies that do not have the resources to maintain a dedicated recruitment team. By outsourcing the recruitment process, these companies can leverage the expertise of external recruiters without the need for internal staffing, making it a cost-effective and efficient solution.

Option Analysis:

Option A: This option is incorrect because external recruiting does not inherently ensure consistency from opening to closing. Consistency is more dependent on the quality of the external recruiters and their processes.
Option B: This option is correct because external recruiting can be a useful solution for companies that are too small to have dedicated recruiters, as it allows them to access professional recruitment services without the need for internal staffing.
Option C: This option is incorrect because external recruiting is not necessarily very inexpensive. The cost can vary depending on the services provided and the fees charged by external recruiters.
Option D: This option is incorrect because external recruiting is not inherently time-consuming. The efficiency of the process depends on the capabilities and efficiency of the external recruiters.

⬅ Previous SetSet 102Next Set ➡

Human Resource Management MCQ - Set 102

Leave a Reply