Human Resource Management MCQ

1121. Workflow detailed picture is called

Correct Answer: Correct answer is: (B) Process chart.

Exam Relevance: PMP, Six Sigma, Project Management Exams

Difficulty: Moderate

Concept notes: A process chart is a detailed graphical representation of a workflow, showing the sequence of steps, tasks, and decision points involved in a process.

Common Mistakes: Students may confuse a process chart with an organization chart, which depicts the structure and hierarchy of an organization rather than the workflow.

Explanations: A process chart is the correct answer because it provides a detailed visual representation of a workflow, including the sequence of tasks, decision points, and flow of materials or information. This makes it a useful tool for analyzing and improving processes. An organization chart, on the other hand, shows the structure and hierarchy of an organization, not the workflow. Process management is a broader concept that involves overseeing and optimizing processes, but it does not specifically refer to a detailed picture. A production unit is a physical location where production activities take place, not a workflow diagram.

Option Analysis:

Option A: An organization chart depicts the structure and hierarchy of an organization, not the workflow.
Option B: A process chart is a detailed graphical representation of a workflow, making it the correct answer.
Option C: Process management is a broader concept that involves overseeing and optimizing processes, but it does not specifically refer to a detailed picture.
Option D: A production unit is a physical location where production activities take place, not a workflow diagram.

1122. Traditional pay plan used in companies is mostly

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

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

Difficulty: Moderate

Concept notes: Traditional pay plans in companies are typically structured around the job role rather than the individual, tenure, or evaluation.

Common Mistakes: Students may confuse job-oriented pay plans with person-oriented plans, which focus more on individual performance and skills.

Explanations: Traditional pay plans are job-oriented because they base compensation on the job role, responsibilities, and level within the organization. This approach ensures that employees are paid according to the value and requirements of their position, rather than personal attributes, length of service, or individual performance evaluations.

Option Analysis:

Option A: Person-oriented pay plans focus on individual performance and skills, which is not the traditional approach.
Option B: Job-oriented pay plans base compensation on the job role and responsibilities, which is the traditional approach.
Option C: Tenure-oriented pay plans base compensation on the length of service, which is not the traditional approach.
Option D: Evaluation-oriented pay plans base compensation on performance evaluations, which is not the traditional approach.

Mnemonic: Job Role Pays (JRP)

1123. Which of the following is NOT usually part of the selection process?

Correct Answer: Correct answer is: (C) Induction.

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

Difficulty: Easy

Concept notes: The selection process typically includes steps like short listing and interviewing to choose the most suitable candidates. Induction, however, is a process that occurs after a candidate has been selected and hired.

Common Mistakes: Students may confuse induction with the selection process because both involve new employees, but induction is a post-hire activity.

Explanations: The selection process involves identifying and choosing the best candidates for a job. This includes steps such as short listing and interviewing. Induction, on the other hand, is the process of integrating a new employee into the organization after they have been hired. Therefore, induction is not part of the selection process.

Option Analysis:

Option A: Short listing is a part of the selection process where candidates are narrowed down from a larger pool.
Option B: Interviewing is a critical step in the selection process to assess candidates' suitability for the role.
Option C: Induction is not part of the selection process; it is a post-hire activity to onboard new employees.
Option D: This option is incorrect as induction is the correct answer.

1124. The thorough & detailed study regarding jobs within an Organisation is represented by;

Correct Answer: Correct answer is: (A) Job analysis.

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

Difficulty: Moderate

Concept notes: Job analysis is a systematic process used to gather information about the duties, responsibilities, and requirements of a job.

Common Mistakes: Students often confuse job analysis with job description, which is a document that summarizes the findings of a job analysis.

Explanations: Job analysis involves a thorough and detailed study of the tasks, duties, and responsibilities associated with a job. It includes gathering information about the skills, knowledge, and abilities required to perform the job effectively. This process is foundational for creating job descriptions and job specifications, as well as for conducting job evaluations. Therefore, the correct answer is job analysis.

Option Analysis:

Option A: Correct. Job analysis is the detailed study of jobs within an organization.
Option B: Incorrect. Job description is a summary of the findings of a job analysis, not the analysis itself.
Option C: Incorrect. Job specification outlines the qualifications and requirements for a job, derived from job analysis.
Option D: Incorrect. Job evaluation is the process of comparing jobs to determine their relative worth, based on job analysis.

Mnemonic: J.A. = Job Analysis

1125. Advising, counseling and guiding employees and subordinates is called

Correct Answer: Correct answer is: (B) Mentoring.

Exam Relevance: HR Management, Organizational Behavior, Management Exams

Difficulty: Moderate

Concept notes: Mentoring involves advising, counseling, and guiding employees and subordinates in their professional development.

Common Mistakes: Students may confuse mentoring with coaching, which focuses more on skill development and performance improvement.

Explanations: Mentoring is a process where a more experienced individual provides guidance, support, and advice to a less experienced individual. This includes career advice, personal development, and professional growth. The term mentoring specifically encompasses the broader aspects of advising, counseling, and guiding, making it the most appropriate choice for the given context.

Option Analysis:

Option A: Coaching focuses more on skill development and performance improvement rather than broader career guidance.
Option B: Mentoring involves advising, counseling, and guiding employees and subordinates in their professional development.
Option C: Career management refers to the overall process of planning and managing one's career path, not specifically advising and guiding.
Option D: Career development is a broader term that includes various activities aimed at enhancing one's career, but it does not specifically refer to advising and guiding.

Mnemonic: Mentor: More experienced, guiding, advising.

1126. The organization's..... must be conducive to productivity and quality improvement.

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

Exam Relevance: GMAT, GRE, MBA entrance exams

Difficulty: Moderate

Concept notes: Organizational culture refers to the shared values, beliefs, attitudes, and behaviors that characterize an organization. A positive culture can significantly influence productivity and quality improvement.

Common Mistakes: Students may confuse organizational culture with other organizational elements like policy or environment, which are also important but do not encompass the shared values and beliefs that drive productivity and quality.

Explanations: Organizational culture encompasses the shared values, beliefs, and behaviors that influence how employees interact and perform their tasks. A culture that supports collaboration, innovation, and continuous improvement is more likely to foster productivity and quality enhancement. While other factors like environment and policy are important, they do not fully capture the collective mindset and behavior that drive organizational success.

Option Analysis:

Option A: Culture is the correct answer as it encompasses the shared values and behaviors that drive productivity and quality improvement.
Option B: Development refers to the growth and improvement of individuals or processes, but it does not capture the collective mindset and behavior of the organization.
Option C: Policy refers to the rules and guidelines set by the organization, but it does not encompass the shared values and behaviors that drive productivity and quality improvement.
Option D: Environment refers to the physical and social surroundings, but it does not fully capture the collective mindset and behavior that drive organizational success.

Mnemonic: Culture: Collective Values, Beliefs, and Behaviors

1127. An interview in which, candidate is asked about behavior in past for given situation is

Correct Answer: Correct answer is: (C) Behavioral tests.

Exam Relevance: HR Management Exams, Recruitment and Selection Exams, Psychology Exams

Difficulty: Moderate

Concept notes: Behavioral tests are designed to assess how a candidate has behaved in past situations, which can predict future behavior in similar scenarios.

Common Mistakes: Students may confuse behavioral tests with situational interviews, which ask candidates to describe how they would behave in hypothetical situations.

Explanations: Behavioral tests focus on past behavior, asking candidates to describe specific instances where they demonstrated certain skills or traits. This approach is based on the premise that past behavior is the best predictor of future behavior. Situational interviews, on the other hand, ask candidates to imagine and describe how they would handle hypothetical situations, which is not the same as recalling past experiences.

Option Analysis:

Option A: Situational interviews ask candidates to describe how they would handle hypothetical situations, not past behavior.
Option B: Situational tests are similar to situational interviews and focus on hypothetical scenarios, not past behavior.
Option C: Behavioral tests are designed to assess past behavior in specific situations, making this the correct answer.
Option D: Job-related questions may cover a wide range of topics but do not specifically focus on past behavior in the same way as behavioral tests.

Mnemonic: Past is key, not future.

1128. Which is NOT a form of discrimination at work?

Correct Answer: Correct answer is: (D) Allowing to practice their religious beliefs.

Exam Relevance: GRE, GMAT, LSAT, Civil Service Exams

Difficulty: Easy

Concept notes: Discrimination at work involves treating someone unfairly based on certain characteristics such as disability, gender, or age. Allowing employees to practice their religious beliefs is not a form of discrimination but rather a form of accommodation.

Common Mistakes: Students may mistakenly believe that allowing religious practices is a form of discrimination because it involves treating different groups differently. However, it is actually a form of accommodation that is often required by law.

Explanations: Discrimination involves unfair treatment based on protected characteristics. Not accepting someone because of their disability, not promoting someone because of their gender, and not accepting someone because of their age are all forms of discrimination. On the other hand, allowing employees to practice their religious beliefs is a form of accommodation and is not considered discrimination.

Option Analysis:

Option A: Not accepting someone because of disability is a form of discrimination.
Option B: Not promoting someone because of gender is a form of discrimination.
Option C: Not accepting someone because they are too old is a form of discrimination.
Option D: Allowing employees to practice their religious beliefs is not a form of discrimination but rather a form of accommodation.

1129. Find out the one which is not an element of employee empowerment:

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

Exam Relevance: CAT, GMAT, GRE, Civil Services

Difficulty: Easy

Concept notes: Employee empowerment involves giving employees the authority, resources, and support to make decisions and take actions that benefit the organization. It is characterized by purposefulness, belief systems and trust, and self-sufficiency or competency. Arbitrariness, which implies randomness or lack of purpose, does not align with the principles of employee empowerment.

Common Mistakes: Students may confuse arbitrariness with empowerment, thinking that giving employees the freedom to make decisions without structure or purpose is a form of empowerment.

Explanations: Employee empowerment is about providing employees with a clear purpose, fostering a belief system and trust, and ensuring they have the necessary skills and competencies. Arbitrariness, which involves randomness and lack of structure, does not contribute to these principles. Therefore, it is not an element of employee empowerment.

Option Analysis:

Option A: Arbitrariness is not an element of employee empowerment as it implies randomness and lack of purpose.
Option B: Purposefulness is a key element of employee empowerment, as it provides direction and clarity.
Option C: Belief system and trust are essential for employee empowerment, as they foster a supportive and collaborative environment.
Option D: Self-sufficiency or competency is crucial for employee empowerment, as it enables employees to make informed decisions.

1130. In this stage of hiring a new teacher, the HR manager asks the candidates for past experiences.

Correct Answer: Correct answer is: (C) Interview.

Exam Relevance: HR Management Exams, Recruitment Process Exams, Competitive Hiring Exams

Difficulty: Easy

Concept notes: The interview stage is where candidates are asked about their past experiences and qualifications.

Common Mistakes: Students may confuse the interview stage with the shortlisting stage, where only the resumes are reviewed.

Explanations: During the interview stage, the HR manager asks candidates about their past experiences, qualifications, and other relevant information to assess their suitability for the position. This is a crucial step in the hiring process where the candidates' experiences are evaluated in detail.

Option Analysis:

Option A: Offering the job is the final stage where the selected candidate is offered the position, not the stage where past experiences are discussed.
Option B: Shortlisting involves reviewing resumes and selecting candidates for interviews, not asking about past experiences.
Option C: Interview is the stage where candidates are asked about their past experiences and qualifications.
Option D: None of the above is incorrect as the interview stage is the correct answer.

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Human Resource Management MCQ - Set 113

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