Human Resource Management MCQ

1111. The 'force-field analysis' model of organisational change resistance was advanced by

Correct Answer: Correct answer is: (A) Kurt Lewin.

Exam Relevance: MBA, Organizational Behavior Exams, HR Management Exams

Difficulty: Moderate

Concept notes: The force-field analysis model is a tool used to understand the factors that drive and resist change within an organization.

Common Mistakes: Students may confuse Kurt Lewin with other organizational theorists such as Chris Argyris, Abraham Maslow, or Douglas McGregor, who are also known for their contributions to organizational behavior.

Explanations: Kurt Lewin developed the force-field analysis model, which is a method for analyzing the forces that influence a situation. In the context of organizational change, this model helps identify the driving forces that support change and the restraining forces that oppose it. By understanding these forces, organizations can better manage the change process.

Option Analysis:

Option A: Correct. Kurt Lewin is the originator of the force-field analysis model.
Option B: Incorrect. Chris Argyris is known for his work on organizational learning and double-loop learning, not the force-field analysis.
Option C: Incorrect. Abraham Maslow is known for his hierarchy of needs theory, not the force-field analysis.
Option D: Incorrect. Douglas McGregor is known for his Theory X and Theory Y, not the force-field analysis.

Mnemonic: Lewin's Forces: Driving and Restraining

1112. High performance work system leads to

Correct Answer: Correct answer is: (A) Superior employee performance.

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

Difficulty: Moderate

Concept notes: High performance work systems (HPWS) are designed to enhance organizational effectiveness by fostering a work environment that encourages superior employee performance.

Common Mistakes: Students may mistakenly believe that HPWS primarily focuses on reducing labor costs or improving workplace safety, rather than enhancing employee performance.

Explanations: High performance work systems (HPWS) are designed to improve organizational effectiveness through various mechanisms such as employee empowerment, training, and performance-based rewards. These systems aim to create a work environment that encourages employees to perform at their best, leading to superior employee performance. While HPWS can indirectly contribute to safer workplaces and lower turnover, the primary focus is on enhancing employee performance.

Option Analysis:

Option A: Correct. HPWS is designed to enhance employee performance through various mechanisms.
Option B: Incorrect. While HPWS can lead to cost savings, the primary focus is not on reducing labor costs.
Option C: Incorrect. Although HPWS can contribute to safer workplaces, this is not the primary focus.
Option D: Incorrect. While HPWS can reduce turnover, the primary focus is on improving employee performance.

Mnemonic: HPWS = High Performance Work Systems = Superior Employee Performance

1113. Example of 'general competency' related to job is included

Correct Answer: Correct answer is: (D) Both B and C.

Exam Relevance: Competitive exams, job aptitude tests, civil service exams

Difficulty: Easy

Concept notes: General competencies are foundational skills that are broadly applicable across various jobs. They include basic skills like reading, writing, and mathematical reasoning.

Common Mistakes: Students may mistakenly believe that only advanced skills like strategic thinking are considered general competencies.

Explanations: General competencies encompass basic skills that are essential for most jobs. Reading and writing (Option C) and mathematical reasoning (Option B) are fundamental skills that are required in many job roles. Strategic thinking (Option A) is more specialized and not considered a general competency.

Option Analysis:

Option A: Strategic thinking is a specialized skill and not considered a general competency.
Option B: Mathematical reasoning is a basic skill that is widely applicable across many job roles.
Option C: Reading and writing are foundational skills that are essential for most jobs.
Option D: Both B and C are correct as they represent general competencies.

1114. Consider the following Statements: Human resources management is not relevant to small business organizations. Environmental scanning is the monitoring, evaluation, and disseminating of information from the external and internal environments to key people within the corporation. People who comprise an organisation can be considered the most valuable asset. Which of the following statement(s) is/are true?

Correct Answer: Correct answer is: (D) Only 2, 3.

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

Difficulty: Moderate

Concept notes: Human resources management is relevant to small business organizations, making the first statement false. Environmental scanning involves monitoring and evaluating external and internal environments, which is accurate. People are often considered the most valuable asset in an organization, making the third statement true.

Common Mistakes: Students may incorrectly assume that human resources management is only relevant to large organizations, leading them to believe the first statement is true.

Explanations: The first statement is false because human resources management is relevant to small business organizations as well. Small businesses also need to manage their employees, ensure compliance with labor laws, and maintain a positive work environment. The second statement is true as environmental scanning involves monitoring and evaluating both external and internal environments to provide key information to the organization. The third statement is true because people are often considered the most valuable asset in an organization, as they contribute to the organization's success through their skills, knowledge, and efforts.

Option Analysis:

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

Mnemonic: HRM not small, scan and people true

1115. ..... refers to the learning opportunities designed to help employees grow.

Correct Answer: Correct answer is: (D) Only (A) & (B).

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

Difficulty: Moderate

Concept notes: Development and training both refer to learning opportunities designed to help employees grow, but they have distinct focuses.

Common Mistakes: Students may confuse development with coaching, which is more focused on immediate performance improvement rather than long-term growth.

Explanations: Development and training are both aimed at helping employees grow and improve. Development focuses on long-term career growth and broader skill enhancement, while training is more specific and immediate, aimed at acquiring particular skills or knowledge. Coaching, on the other hand, is more about providing guidance and feedback to improve current performance, rather than long-term growth. Therefore, only development and training fit the description of learning opportunities designed to help employees grow.

Option Analysis:

Option A: Development is correct as it focuses on long-term career growth and broader skill enhancement.
Option B: Training is correct as it focuses on acquiring specific skills or knowledge.
Option C: Coaching is incorrect as it is more about immediate performance improvement rather than long-term growth.
Option D: Only (A) & (B) is the correct choice as it includes both development and training, which are both aimed at helping employees grow.

Mnemonic: D-T-G: Development and Training for Growth

1116. Changing behavior of employees by rewarding or punishing is called

Correct Answer: Correct answer is: (A) Behavior modification.

Exam Relevance: Psychology exams, Organizational Behavior exams

Difficulty: Easy

Concept notes: Behavior modification involves changing behavior through reinforcement or punishment.

Common Mistakes: Students may confuse behavior modification with behavior modeling, which involves learning through observation.

Explanations: Behavior modification is the process of changing behavior by rewarding or punishing specific actions. This approach is based on the principles of operant conditioning, where desired behaviors are reinforced and undesired behaviors are punished. The correct answer is behavior modification because it directly addresses the use of rewards and punishments to alter behavior.

Option Analysis:

Option A: Correct. Behavior modification involves changing behavior through reinforcement or punishment.
Option B: Incorrect. Behavior modeling involves learning through observation and imitation, not through rewards or punishments.
Option C: Incorrect. Behavior reshaping is a specific technique within behavior modification, not a general term for changing behavior through rewards and punishments.
Option D: Incorrect. Behavior management is a broader term that includes various strategies for managing behavior, not specifically through rewards and punishments.

1117. Centers of expertise provide special assistance in

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

Exam Relevance: MBA, Organizational Behavior, Human Resource Management

Difficulty: Moderate

Concept notes: Centers of expertise are specialized units within an organization that provide specialized knowledge and support in specific areas.

Common Mistakes: Students may confuse centers of expertise with other organizational units like production departments or strategic planning teams.

Explanations: Centers of expertise are designed to offer specialized assistance in areas such as organizational change. They provide the necessary knowledge and support to facilitate significant shifts in organizational structure, processes, and culture. This makes them particularly valuable in managing and implementing changes within an organization.

Option Analysis:

Option A: Updates regarding appraisal are typically handled by human resources or performance management teams, not centers of expertise.
Option B: Production departments focus on manufacturing and production processes, not specialized knowledge support.
Option C: Centers of expertise provide specialized assistance in organizational change, making this the correct answer.
Option D: Long-term strategic plans are usually developed by strategic planning teams or executive leadership, not centers of expertise.

1118. Which of the following external factors that affect human resource management pressures HR to comply with laws promulgated by the state?

Correct Answer: Correct answer is: (C) GOVERNMENT REGULATIONS.

Exam Relevance: HRM exams, Management exams, Public Administration exams

Difficulty: Moderate

Concept notes: Government regulations are laws and rules set by the state that organizations must follow. These regulations can impact various aspects of human resource management, including hiring practices, employee benefits, and workplace safety.

Common Mistakes: Students may confuse economic conditions or technological advancements as the primary factors that compel HR to comply with laws, but these factors are more about adapting to changes rather than direct legal compliance.

Explanations: Government regulations are the primary external factor that pressures human resource management to comply with laws promulgated by the state. These regulations include labor laws, employment standards, and workplace safety rules that HR must adhere to. Compliance with these regulations is mandatory and failure to do so can result in legal penalties and sanctions.

Option Analysis:

Option A: Economic conditions affect HR by influencing budget constraints and hiring decisions but do not directly compel compliance with state laws.
Option B: Technological advancements impact HR by changing the way work is performed and managed but do not directly compel compliance with state laws.
Option C: Government regulations are laws and rules set by the state that HR must comply with, making this the correct answer.
Option D: Workforce demographics affect HR by influencing diversity and inclusion strategies but do not directly compel compliance with state laws.

1119. An employee who is a citizen of the country in which the multinational company has its haedquarters is a(n):

Correct Answer: Correct answer is: (A) Home country national.

Exam Relevance: MBA exams, HR management exams, International business exams

Difficulty: Easy

Concept notes: An employee who is a citizen of the country where the multinational company has its headquarters is referred to as a home country national.

Common Mistakes: Students may confuse home country nationals with expatriates, who are employees sent to work in a different country.

Explanations: The term "home country national" specifically refers to employees who are citizens of the country where the multinational company's headquarters is located. This is the correct term because it directly aligns with the definition provided in the question.

Option Analysis:

Option A: Correct. This term accurately describes an employee who is a citizen of the country where the company's headquarters is located.
Option B: Incorrect. Expatriates are employees sent to work in a different country, not those who are citizens of the home country.
Option C: Incorrect. Host country nationals are citizens of the country where the subsidiary or branch of the multinational company operates, not the headquarters.
Option D: Incorrect. The term "local" is too vague and does not specifically refer to the citizenship of the home country.

1120. Two basic issues to address in training evaluation are

Correct Answer: Correct answer is: (D) Both A and B.

Exam Relevance: HRM exams, Training and Development exams, Organizational Behavior exams

Difficulty: Moderate

Concept notes: Training evaluation involves assessing the effectiveness of training programs. Two fundamental aspects are the design of the evaluation and the specific metrics to measure.

Common Mistakes: Students may overlook the importance of both design and measurement, focusing only on one aspect.

Explanations: The design of the evaluation (Option A) is crucial as it outlines the methodology and framework for assessing the training program. The things to measure (Option B) are equally important as they define the specific outcomes and criteria for evaluation. Both aspects are necessary for a comprehensive evaluation, making Option D the correct answer.

Option Analysis:

Option A: Design of evaluation is a critical component but not the only one.
Option B: The things to measure are essential but not sufficient on their own.
Option C: In-house development is not directly related to the core issues of training evaluation.
Option D: Both A and B are correct as they encompass the key elements of training evaluation.

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Human Resource Management MCQ - Set 112

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