Human Resource Management MCQ – Change your future

1041. Method of keeping and reviewing, record of employees' undesirable behavior at different time intervals is

Correct Answer: Correct answer is: (A) Critical incident method.

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

Difficulty: Moderate

Concept notes: The critical incident method is a performance appraisal technique that involves recording and reviewing specific instances of an employee's behavior, both positive and negative, over a period of time.

Common Mistakes: Students may confuse the critical incident method with other appraisal methods like forced distribution or ranking methods, which do not focus on specific instances of behavior.

Explanations: The critical incident method is designed to document and review specific instances of an employee's behavior, both positive and negative, at different time intervals. This method allows managers to provide detailed feedback based on actual observed behaviors, making it the most appropriate choice for keeping and reviewing records of undesirable behavior.

Option Analysis:

Option A: Correct. The critical incident method involves recording specific instances of behavior, which aligns with the question's requirement.
Option B: Incorrect. The forced distribution method involves ranking employees and assigning them to a pre-determined distribution, not recording specific incidents.
Option C: Incorrect. The alternation ranking method involves comparing employees against each other, not recording specific incidents of behavior.
Option D: Incorrect. The paired comparison method involves comparing employees in pairs, not recording specific incidents of behavior.

Mnemonic: CIR - Critical Incident Records

1042. Consider the following Statements: It is legal for an HSO to pay a woman less than a man for the same work if she married and her spouse works, too, because she does not really need the money. The assumption of past experience will show or predict howapplicants would behave in handling future situations. This is an example ofsituational interview. Bargaining structure in Canada is generally decentralized. Which of the following statement(s) is/are true?

Correct Answer: Correct answer is: (C) Only 3.

Exam Relevance: Human Resource Management, Labor Relations, Employment Law

Difficulty: Moderate

Concept notes: The statement about paying a woman less than a man for the same work based on her marital status is illegal and discriminatory. Situational interviews assess how candidates would handle specific situations, not their past experiences. The decentralized bargaining structure in Canada is a true statement.

Common Mistakes: Students may incorrectly assume that paying less based on marital status is legal or that situational interviews are based on past experiences.

Explanations: The first statement is incorrect because it violates anti-discrimination laws. The second statement is incorrect because situational interviews assess how candidates would handle specific situations, not their past experiences. The third statement is correct as the bargaining structure in Canada is generally decentralized.

Option Analysis:

Option A: Incorrect because the first and second statements are false.
Option B: Incorrect because the first and second statements are false.
Option C: Correct because only the third statement is true.
Option D: Incorrect because the first and second statements are false.

1043. Beside telling benefits and losses how we can make a job important

Correct Answer: Correct answer is: (D) Tell how important the job is for self and for others.

Exam Relevance: GMAT, GRE, HR Management Exams

Difficulty: Moderate

Concept notes: The correct answer emphasizes the importance of communicating the significance of a job to both the individual and the broader community or organization.

Common Mistakes: Students may mistakenly believe that financial rewards or emotional satisfaction alone are sufficient to make a job important.

Explanations: Communicating the importance of a job for both personal and collective benefit helps employees understand their role's impact. This approach fosters a sense of purpose and value, which can enhance job satisfaction and motivation. By highlighting the job's significance to both the individual and the organization, employees are more likely to feel engaged and committed to their work.

Option Analysis:

Option A: While goal systems can be important, they do not directly address the importance of the job itself.
Option B: Reward systems are beneficial but do not inherently communicate the job's significance to the individual or the organization.
Option C: Emotional satisfaction is valuable, but it does not fully capture the broader importance of the job for both the individual and the organization.
Option D: This option directly addresses the importance of the job for both the individual and the organization, making it the most comprehensive approach.

1044. Mick is a native of South Africa. He works for Octagon, a British MNC, at the firm's Tokyo branch. Mick is best described as a

Correct Answer: Correct answer is: (D) Third country national.

Exam Relevance: MBA exams, HRM exams, International Business exams

Difficulty: Moderate

Concept notes: A third country national (TCN) refers to an employee who works for a multinational corporation (MNC) in a country other than their home country and the MNC's home country.

Common Mistakes: Students may confuse the terms "home country national" and "third country national," leading to incorrect selection.

Explanations: Mick is a South African working for a British MNC in Japan. Since he is neither from the home country (Britain) nor the host country (Japan), he is classified as a third country national.

Option Analysis:

Option A: Mick is not from the parent country (Britain), so he is not a parent country national.
Option B: Mick is not from the host country (Japan), so he is not a host country national.
Option C: Mick is not from the home country (Britain), so he is not a home country national.
Option D: Mick is from South Africa, working in Japan for a British MNC, fitting the definition of a third country national.

Mnemonic: Think "TCN" for "Third Country National."

1045. Education for people who have already completed their formal schooling and training.

Correct Answer: Correct answer is: (A) Professional development.

Exam Relevance: GED, SAT, ACT

Difficulty: Easy

Concept notes: Professional development refers to ongoing education and training for individuals who have already completed their formal schooling and training.

Common Mistakes: Students may confuse professional development with on-site training, which is typically job-specific and not necessarily ongoing.

Explanations: Professional development is the correct answer because it specifically addresses ongoing education and training for individuals who have already completed their formal schooling and training. This type of education is aimed at enhancing skills and knowledge in a professional context, often to improve job performance or advance in a career.

Option Analysis:

Option A: Professional development is the correct answer as it refers to ongoing education and training for individuals who have already completed their formal schooling and training.
Option B: On-site training is typically job-specific and not necessarily ongoing, making it less suitable for the context of lifelong learning.
Option C: Apprenticeship is a form of training for individuals who are learning a trade or profession, typically as part of their initial education and not for those who have already completed their formal schooling.
Option D: Internship is a form of on-the-job training for students or recent graduates, not for individuals who have already completed their formal schooling and training.

1046. Kim is an independent contractor who cleans a school. Which of the following statements is true regarding Kim's employment?

Correct Answer: Correct answer is: (C) She is responsible for paying her own income tax.

Exam Relevance: High School Business Studies, High School Economics

Difficulty: Moderate

Concept notes: Independent contractors are typically responsible for their own tax obligations, including paying income tax.

Common Mistakes: Students may mistakenly believe that the school is responsible for paying the contractor's income tax.

Explanations: Independent contractors are not employees and are responsible for their own tax obligations. This includes paying income tax, as well as any other taxes and fees required by law. The school, as the client, does not handle these tax responsibilities for the contractor.

Option Analysis:

Option A: Independent contractors are not entitled to annual leave as they are not employees.
Option B: Independent contractors are not subject to award conditions, which apply to employees.
Option C: Independent contractors are responsible for paying their own income tax.
Option D: Independent contractors are not entitled to maternity leave provided by the school, as this benefit is typically reserved for employees.

1047. Which of the following terms refers to a systematic comparison done in order to determine the worth of one job relative to another?

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

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

Difficulty: Moderate

Concept notes: Job evaluation is a systematic process used to determine the relative worth of jobs within an organization.

Common Mistakes: Students may confuse job evaluation with job analysis, which focuses on gathering information about the job duties and requirements rather than comparing the worth of different jobs.

Explanations: Job evaluation involves comparing jobs to determine their relative value within an organization. This process is systematic and aims to establish a fair compensation structure based on the worth of each job. Job analysis, on the other hand, is the process of gathering detailed information about the tasks, duties, and responsibilities of a job. Job description is a document that summarizes the key aspects of a job, and job classification is the process of grouping jobs into categories based on their similarity. Therefore, job evaluation is the correct term for a systematic comparison to determine the worth of one job relative to another.

Option Analysis:

Option A: Job analysis is the process of gathering detailed information about a job, not comparing its worth to other jobs.
Option B: Job evaluation is the systematic process of comparing jobs to determine their relative worth.
Option C: Job description is a document that summarizes the key aspects of a job, not a comparison process.
Option D: Job classification is the process of grouping jobs into categories based on their similarity, not comparing their worth.

1048. From employer's point of view, talent management is also known as

Correct Answer: Correct answer is: (B) Career management.

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

Difficulty: Moderate

Concept notes: From an employer's perspective, talent management involves the strategic planning and development of employees to meet organizational goals. This includes career management, which focuses on the progression and development of individual employees within the organization.

Common Mistakes: Students may confuse talent management with other HR practices such as phased retirement or modifying selection procedures, which are not directly related to the strategic development of employees.

Explanations: Talent management from an employer's point of view encompasses various activities aimed at attracting, developing, and retaining employees. Career management is a key component of talent management as it involves planning and supporting the career progression of employees, aligning their development with the organization's needs. This strategic approach ensures that the organization has the right talent with the necessary skills and competencies to achieve its goals.

Option Analysis:

Option A: Phased retirement is a strategy for gradually reducing an employee's work hours before full retirement, not a form of talent management.
Option B: Career management is the correct answer as it involves the strategic development and progression of employees, which is a key aspect of talent management from an employer's perspective.
Option C: Talent management is the broader concept that includes career management, but it is not the specific term used from an employer's point of view.
Option D: Modifying selection procedures is a part of recruitment and not directly related to the ongoing development and management of existing employees.

1049. Disadvantage of Management by Objectives (MBO) method is

Correct Answer: Correct answer is: (C) Time consuming.

Exam Relevance: MBA exams, HRM exams, Management exams

Difficulty: Moderate

Concept notes: Management by Objectives (MBO) is a process where managers and employees collaboratively set goals and objectives. One of its disadvantages is that it can be time-consuming due to the extensive planning and review processes involved.

Common Mistakes: Students may confuse the time-consuming nature of MBO with other potential disadvantages, such as difficulty in developing objectives or rating performance.

Explanations: The MBO method involves setting clear, measurable goals and objectives, which requires significant time and effort in planning and review. This process can be lengthy, especially when involving multiple levels of management and employees. Therefore, the time-consuming nature is a recognized disadvantage of the MBO method.

Option Analysis:

Option A: Difficult to develop is not the primary disadvantage as MBO is designed to be collaborative and participatory, making it easier to develop goals.
Option B: Cause of disagreements is not the main disadvantage, as MBO aims to reduce conflicts by aligning objectives and fostering communication.
Option C: Time consuming is the correct answer as MBO involves extensive planning and review processes, which can be time-intensive.
Option D: Difficult to rate is not the primary disadvantage, as MBO focuses on clear, measurable objectives that should be straightforward to evaluate.

1050. Kind of arbitration in which parties are not committed to accept award of arbitrator is classified as

Correct Answer: Correct answer is: (B) Non-binding arbitration.

Exam Relevance: Law exams, Business Law exams, Dispute Resolution exams

Difficulty: Easy

Concept notes: Non-binding arbitration is a form of arbitration where the parties are not legally bound to accept the arbitrator's decision. Instead, the decision serves as a recommendation or a basis for further negotiation.

Common Mistakes: Students may confuse non-binding arbitration with binding arbitration, where the parties are legally obligated to accept the arbitrator's decision.

Explanations: In non-binding arbitration, the parties are not committed to accepting the award of the arbitrator. This means that the decision is not enforceable and the parties can choose to reject it and pursue other dispute resolution methods, such as litigation or further negotiation. This aligns with the definition of non-binding arbitration.

Option Analysis:

Option A: Binding arbitration involves a commitment to accept the arbitrator's decision, which is not the case here.
Option B: Non-binding arbitration does not require the parties to accept the arbitrator's decision, which matches the description.
Option C: Interest arbitration is used to resolve disputes over collective bargaining agreements and is not relevant to the commitment to accept the arbitrator's decision.
Option D: Rights arbitration is used to determine the rights of the parties under a contract and does not address the commitment to accept the arbitrator's decision.

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Human Resource Management MCQ - Set 105

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