Human Resource Management MCQ

1171. Document that consists of all ethical standards that employer expects from employees is classified as

Correct Answer: Correct answer is: (A) Ethics code.

Exam Relevance: Business Ethics, Organizational Behavior, Management Exams

Difficulty: Easy

Concept notes: An ethics code is a document that outlines the ethical standards and expectations that an organization has for its employees.

Common Mistakes: Students may confuse an ethics code with other types of codes, such as procedural or descriptive codes, which do not specifically address ethical standards.

Explanations: An ethics code is specifically designed to outline the ethical standards and expectations that an organization has for its employees. It provides a framework for employees to understand what is expected of them in terms of ethical behavior. This document is crucial for maintaining a culture of integrity and accountability within the organization.

Option Analysis:

Option A: Correct. An ethics code is the document that outlines the ethical standards and expectations for employees.
Option B: Incorrect. A descriptive code typically describes processes or procedures but does not focus on ethical standards.
Option C: Incorrect. A procedural code outlines specific procedures or processes but does not address ethical standards.
Option D: Incorrect. A distributive code is not a standard term and does not relate to ethical standards.

Mnemonic: E for Ethics, E for Expectations

1172. The Ranking method is best suited for

Correct Answer: Correct answer is: (C) Small organizations.

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

Difficulty: Easy

Concept notes: The Ranking method is a simple performance appraisal technique where employees are ranked from best to worst based on their performance. It is best suited for small organizations due to its simplicity and ease of implementation.

Common Mistakes: Students may mistakenly believe that the Ranking method is suitable for large organizations because it seems straightforward. However, it can be time-consuming and less effective in large organizations due to the difficulty in comparing a large number of employees.

Explanations: The Ranking method is most effective in small organizations because it is straightforward and does not require complex procedures. In small organizations, managers can easily compare and rank employees based on their performance. This method is less suitable for large organizations due to the complexity and time required to rank a large number of employees accurately.

Option Analysis:

Option A: Complex organizations often require more sophisticated appraisal methods that can handle the intricacies of performance evaluation in a large and diverse workforce. The Ranking method is too simplistic for such environments.
Option B: Large organizations have a higher number of employees, making the Ranking method impractical due to the time and effort required to rank each employee accurately.
Option C: Small organizations benefit from the simplicity and ease of implementation of the Ranking method, making it a suitable choice for performance appraisals.
Option D: The Ranking method is not universally applicable to all types of organizations due to its limitations in handling large and complex workforces.

Mnemonic: Rank small, not large.

1173. Consider the following Statements: A pension plan is a retirement plan that is funded at least in part by an employer. Everyone must retire at the age 65, so there are plenty of jobs for younger people Planning is the managerial function of HRM Which of the following statement(s) is/are true?

Correct Answer: Correct answer is: (D) Only 1, 3.

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

Difficulty: Moderate

Concept notes: A pension plan is indeed a retirement plan funded at least in part by an employer. Planning is also a key function of Human Resource Management (HRM). However, the statement that everyone must retire at age 65 is not universally true and varies by country and company policies.

Common Mistakes: Students may incorrectly assume that the mandatory retirement age is a universal rule, leading them to believe statement 2 is true.

Explanations: Statement 1 is true because a pension plan is a retirement plan that is funded at least in part by an employer. Statement 2 is false because there is no universal mandatory retirement age of 65; it varies by jurisdiction and company policies. Statement 3 is true because planning is a fundamental function of HRM, involving strategic planning for workforce needs, succession planning, and other long-term organizational goals.

Option Analysis:

Option A: Incorrect because statement 2 is false.
Option B: Incorrect because statement 1 is true.
Option C: Incorrect because statement 2 is false.
Option D: Correct because statements 1 and 3 are true, while statement 2 is false.

Mnemonic: PEN-PLAN, HR-PLAN

1174. The first step in strategic planning is:

Correct Answer: Correct answer is: (D) Establish a mission, vision, and values for the organization.

Exam Relevance: MBA exams, Strategic Management exams, Business Administration exams

Difficulty: Easy

Concept notes: The first step in strategic planning involves defining the organization's mission, vision, and values. This foundational step sets the direction and purpose for all subsequent planning activities.

Common Mistakes: Students may mistakenly believe that analyzing the competition or reviewing past plans should come first, but these steps typically follow the establishment of the organization's core principles.

Explanations: Establishing a mission, vision, and values is crucial because it provides a clear direction and purpose for the organization. Without these foundational elements, strategic planning lacks a coherent framework. The mission defines the organization's purpose, the vision outlines its future aspirations, and the values guide its behavior and decision-making. These elements are essential for aligning all organizational activities and ensuring that everyone is working towards a common goal.

Option Analysis:

Option A: Analyzing the competition is an important step but comes after establishing the mission, vision, and values.
Option B: Interviewing potential employees is not a primary step in strategic planning.
Option C: Reviewing failed plans from the past is useful for learning but is not the first step in strategic planning.
Option D: Establishing a mission, vision, and values is the correct first step as it sets the foundation for all other planning activities.

Mnemonic: MVV: Mission, Vision, Values

1175. Cost effective is a term that describes whether a thing is economically efficient

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

Exam Relevance: SAT, ACT, AP Economics

Difficulty: Easy

Concept notes: Cost effective refers to the economic efficiency of a product, service, or process. It means that the benefits or outcomes justify the costs involved.

Common Mistakes: Students may confuse cost effective with cost saving, thinking it only means spending less money, rather than achieving the best value for money.

Explanations: Cost effective is a term that describes whether a thing is economically efficient. This means that the benefits or outcomes of a product, service, or process justify the costs involved. Therefore, the statement is true.

Option Analysis:

Option A: Correct, as cost effective does describe economic efficiency.
Option B: Incorrect, as the statement is true.
Option C: Incorrect, as only option A is correct.
Option D: Incorrect, as option A is correct.

1176. 2 types of recruiting sources are

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

Exam Relevance: HRM exams, Management exams, Business exams

Difficulty: Easy

Concept notes: Recruiting sources are categorized into two main types: internal and external.

Common Mistakes: Students may mistakenly believe that employee referrals are a separate category, but they are actually a form of internal sourcing.

Explanations: Recruiting sources are primarily divided into two categories: internal and external. Internal sources include current employees, such as through employee referrals, while external sources include job boards, recruitment agencies, and other external methods. Employee referrals are a subset of internal sources, not a separate category.

Option Analysis:

Option A: External sources are one of the two main types of recruiting sources.
Option B: Internal sources are one of the two main types of recruiting sources.
Option C: Employee referrals are a form of internal sourcing, not a separate category.
Option D: This option correctly identifies the two main types of recruiting sources as internal and external.

1177. These are the three dimensions of Service Quality, EXCEPT

Correct Answer: Correct answer is: (B) Food and Beverages.

Exam Relevance: Hospitality Management Exams, Service Management Exams, Business Administration Exams

Difficulty: Moderate

Concept notes: The dimensions of Service Quality typically include Physical Facilities, Materials, and Staff. Food and Beverages are not considered a dimension of Service Quality but rather a specific service offering.

Common Mistakes: Students may confuse Food and Beverages as a dimension of Service Quality because it is a critical aspect of many service industries, particularly in hospitality.

Explanations: Service Quality dimensions are generally categorized into Physical Facilities, Materials, and Staff. Physical Facilities refer to the environment and equipment used to deliver the service. Materials include the tangible items used in the service process. Staff encompasses the human resources and their interactions with customers. Food and Beverages, while important in certain service contexts, are not a dimension of Service Quality but rather a specific service offering.

Option Analysis:

Option A: Physical Facilities are a recognized dimension of Service Quality.
Option B: Food and Beverages are not a dimension of Service Quality but a specific service offering.
Option C: Materials are a recognized dimension of Service Quality.
Option D: Staff are a recognized dimension of Service Quality.

Mnemonic: PMS: Physical Facilities, Materials, Staff

1178. When employees are hired to work only a specific time period or for a specific assignment, they are considered.....

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

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

Difficulty: Easy

Concept notes: Employees hired for a specific time period or assignment are classified as temporary.

Common Mistakes: Students may confuse temporary employees with permanent employees, who are hired for indefinite periods.

Explanations: Temporary employees are hired for a limited duration or for a specific project. This classification is based on the nature of the employment contract, which is designed to cover a defined period or task. Therefore, the term "temporary" accurately describes these employees.

Option Analysis:

Option A: Correct. Temporary employees are hired for a specific time period or assignment.
Option B: Incorrect. Permanent employees are hired for indefinite periods.
Option C: Incorrect. Occasional employees are typically hired for sporadic or irregular work, not a specific time period or assignment.
Option D: Incorrect. Under-employed refers to individuals working fewer hours than they desire or are qualified for, not a specific time period or assignment.

Mnemonic: Temp = Time-bound

1179. The following are departments of Ministry of Human Resources EXCEPT

Correct Answer: Correct answer is: (D) Talent Corporation Department.

Exam Relevance: UPSC, Civil Services, Competitive Exams

Difficulty: Moderate

Concept notes: The question tests knowledge of the departments under the Ministry of Human Resources in Malaysia. The correct answer is the department that is not directly under the Ministry of Human Resources.

Common Mistakes: Students may confuse the Talent Corporation Department with other departments under the Ministry of Human Resources, as it deals with human resources but is not directly under the Ministry.

Explanations: The Manpower Department, Labour Department of Sabah, and Department of Skill Development are all directly under the Ministry of Human Resources. The Talent Corporation Department, however, is a statutory body that operates independently and is not directly under the Ministry of Human Resources.

Option Analysis:

Option A: Manpower Department is a direct department under the Ministry of Human Resources.
Option B: Labour Department of Sabah is a direct department under the Ministry of Human Resources.
Option C: Department of Skill Development is a direct department under the Ministry of Human Resources.
Option D: Talent Corporation Department is not a direct department under the Ministry of Human Resources.

1180. Which of the following aspects of human resources would a business not be able to outsource?

Correct Answer: Correct answer is: (C) Supervision of staff.

Exam Relevance: HR Management Exams, Business Management Exams, MBA Exams

Difficulty: Moderate

Concept notes: Supervision of staff involves direct interaction and oversight, which cannot be effectively outsourced.

Common Mistakes: Students may mistakenly believe that all human resources functions can be outsourced, overlooking the necessity of direct supervision.

Explanations: Supervision of staff requires direct interaction and oversight, which is critical for maintaining organizational culture, ensuring compliance with company policies, and fostering a positive work environment. These aspects are inherently tied to the internal management of a business and cannot be effectively outsourced. Training and development, payroll administration, and recruitment can be managed by external service providers, but the day-to-day supervision of staff must be handled internally.

Option Analysis:

Option A: Training and development can be outsourced to specialized firms.
Option B: Payroll administration procedures can be managed by external payroll service providers.
Option C: Supervision of staff cannot be outsourced due to the need for direct interaction and oversight.
Option D: Recruitment can be outsourced to recruitment agencies or HR service providers.

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Human Resource Management MCQ - Set 118

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