Human Resource Management MCQ

1191. Consider the following Statements: The amount of money a salaried employee is paid does not change, no matter how many hours per week are worked. Service is a type of an Intangible product The third step of the performance appraisal process is to assess the employee's actual performance relative to work standards. Which of the following statement(s) is/are true?

Correct Answer: Correct answer is: (A) Only 1, 2.

Exam Relevance: GMAT, GRE, HR Management Exams

Difficulty: Easy

Concept notes: The correct answer is based on the understanding of the characteristics of salaried employment and the nature of service products. The performance appraisal process is also considered.

Common Mistakes: Students may incorrectly assume that the third step of the performance appraisal process involves setting work standards, rather than assessing actual performance.

Explanations: Statement 1 is true because salaried employees typically receive a fixed amount of money regardless of the number of hours worked. Statement 2 is true because service is indeed an intangible product, as it cannot be physically touched or stored. Statement 3 is false because the third step of the performance appraisal process is to assess the employee's actual performance relative to the work standards, not to set them. Therefore, only statements 1 and 2 are true.

Option Analysis:

Option A: Correct, as it includes only the true statements 1 and 2.
Option B: Incorrect, as it includes the false statement 3.
Option C: Incorrect, as it includes the false statement 3.
Option D: Incorrect, as it does not include the true statement 2.

Mnemonic: SAL-INT, where SAL stands for Salaried and INT for Intangible.

1192. Which one of the following refers to the human requirements needed for a job, such as education, skills, and personality?

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

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

Difficulty: Moderate

Concept notes: Job specifications outline the human requirements needed for a job, such as education, skills, and personality traits.

Common Mistakes: Students may confuse job specifications with job descriptions, which detail the tasks and responsibilities of a job.

Explanations: Job specifications refer to the qualifications, skills, and personal characteristics required to perform a job effectively. These specifications are crucial for ensuring that the right candidate is selected for the job. They include educational qualifications, technical skills, and personal attributes like personality traits and work habits. Job descriptions, on the other hand, focus on the duties and responsibilities of the job.

Option Analysis:

Option A: Correct. Job specifications detail the human requirements needed for a job, such as education, skills, and personality traits.
Option B: Incorrect. Job analysis is the process of gathering information about the job's duties, responsibilities, and required skills, but it does not specifically refer to the human requirements.
Option C: Incorrect. Job placement involves the process of assigning a candidate to a job position, but it does not define the human requirements needed for the job.
Option D: Incorrect. Job descriptions outline the duties, responsibilities, and working conditions of a job, but they do not specify the human requirements needed to perform the job.

1193. Consider the following Statements: Hiring the wrong person for the job, committing unfair labor practices, and failing to motivate employees are personnel mistakes that hinder firms from achieving positive results. A performance appraisal is based on the assumption that an employee understood what his or her performance standards were prior to the appraisal. Managers and top executives must approve the standard operation procedures Which of the following statement(s) is/are true?

Correct Answer: Correct answer is: (C) Only 1, 2, 3.

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

Difficulty: Moderate

Concept notes: The question tests understanding of personnel management and performance appraisal principles.

Common Mistakes: Students may overlook the importance of clear performance standards in appraisals or the necessity of managerial approval for standard operating procedures.

Explanations: Statement 1 is true because hiring the wrong person, committing unfair labor practices, and failing to motivate employees are indeed personnel mistakes that can hinder a firm's performance. Statement 2 is true because a performance appraisal assumes that employees are aware of their performance standards before the appraisal. Statement 3 is true because managers and top executives must approve standard operating procedures to ensure consistency and compliance within the organization.

Option Analysis:

Option A: Incorrect because it omits statement 3.
Option B: Incorrect because it omits statement 1.
Option C: Correct because it includes all three true statements.
Option D: Incorrect because it omits statement 2.

1194. Support function that designs and implements company policies for managing employees:

Correct Answer: Correct answer is: (C) HR department.

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

Difficulty: Moderate

Concept notes: The HR department is responsible for designing and implementing company policies related to employee management.

Common Mistakes: Students may confuse the HR department with the HR manager, who is a specific individual within the HR department.

Explanations: The HR department is the organizational unit within a company that is responsible for managing all aspects of employee relations, including the development and implementation of company policies. This includes policies related to hiring, training, compensation, benefits, and performance management. The HR department ensures that these policies are in compliance with legal requirements and align with the company's strategic goals. Therefore, the HR department is the correct answer for the function of designing and implementing company policies for managing employees.

Option Analysis:

Option A: Work Design is related to the structure and organization of tasks within a job, not the development of company policies.
Option B: HR manager is an individual within the HR department, but the question asks for the department responsible for the function, not an individual role.
Option C: HR department is the correct answer as it encompasses the function of designing and implementing company policies for managing employees.
Option D: Organizational culture refers to the shared values, beliefs, and behaviors within an organization, not the specific function of policy development and implementation.

Mnemonic: HRD - Human Resources Department

1195. Employee referral is..... .

Correct Answer: Correct answer is: (A) An internal method of recruitment.

Exam Relevance: HR Management, Organizational Behavior, Business Management

Difficulty: Easy

Concept notes: Employee referral is a recruitment method where current employees recommend potential candidates from their personal networks. This method is considered internal because it relies on the existing workforce to identify and refer suitable candidates.

Common Mistakes: Students may confuse employee referral with external recruitment methods, such as using recruitment agencies or job boards, which are not internal.

Explanations: Employee referral is an internal method of recruitment because it involves current employees recommending candidates from their personal networks. This method leverages the existing workforce to identify and refer suitable candidates, making it an internal process.

Option Analysis:

Option A: Correct. Employee referral is an internal method as it involves current employees recommending candidates.
Option B: Incorrect. Employee referral is not an indirect method; it is a direct method involving current employees.
Option C: Incorrect. Employee referral does not involve third parties; it is an internal process.
Option D: Incorrect. Employee referral is not related to internet recruiting, which involves online job boards and social media.

1196. Internal recruitment

Correct Answer: Correct answer is: (A) Giving a promotion.

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

Difficulty: Easy

Concept notes: Internal recruitment involves hiring or promoting employees from within the organization.

Common Mistakes: Students may confuse internal recruitment with external recruitment methods, such as using recruitment agencies.

Explanations: Internal recruitment refers to the process of filling positions by promoting or transferring existing employees within the organization. Giving a promotion is a form of internal recruitment as it involves selecting and advancing current employees to higher positions. Using a recruitment agency, on the other hand, is an external recruitment method, which is not relevant to the concept of internal recruitment.

Option Analysis:

Option A: Correct. Giving a promotion is an example of internal recruitment.
Option B: Incorrect. Using a recruitment agency is an external recruitment method, not internal.
Option C: Incorrect. Since Option B is incorrect, this option cannot be correct.
Option D: Incorrect. Since Option A is correct, this option cannot be correct.

1197. For an occupation of farming, best classified personality orientation can be

Correct Answer: Correct answer is: (A) Realistic orientation.

Exam Relevance: GRE, GMAT, SAT, ACT

Difficulty: Easy

Concept notes: Realistic orientation is characterized by a preference for hands-on, practical activities and a strong interest in working with objects, tools, and machines. This aligns well with the nature of farming, which involves physical labor and interaction with the environment.

Common Mistakes: Students may mistakenly choose social orientation, thinking that farming involves a lot of interaction with people. However, the primary focus of farming is on practical, hands-on tasks.

Explanations: Farming involves physical labor, working with tools and machinery, and managing the environment. These activities align closely with the characteristics of realistic orientation, which emphasizes practical, hands-on tasks and a preference for working with objects and machines.

Option Analysis:

Option A: Realistic orientation is the best fit for farming due to its emphasis on practical, hands-on tasks.
Option B: Investigative orientation involves scientific and analytical tasks, which are not the primary focus of farming.
Option C: Social orientation involves working with people, which is not the main focus of farming.
Option D: Artistic orientation involves creative and expressive tasks, which are not the primary focus of farming.

Mnemonic: R-O-F: Realistic Orientation Fits Farming

1198. The 'Managerial Grid' model was developed by

Correct Answer: Correct answer is: (D) Robert Blake and Jane S. Mouton.

Exam Relevance: MBA, HRM, Organizational Behavior

Difficulty: Easy

Concept notes: The Managerial Grid model is a behavioral leadership framework that categorizes leadership styles based on a leader's concern for people and production. It was developed by Robert Blake and Jane S. Mouton in the 1960s.

Common Mistakes: Students may confuse the Managerial Grid with other leadership models such as Fiedler's Contingency Theory or Hersey and Blanchard's Situational Leadership Theory.

Explanations: The Managerial Grid model was developed by Robert Blake and Jane S. Mouton. This model uses a grid to illustrate different leadership styles based on the balance between concern for people and concern for production. The grid ranges from 1,1 (impoverished management) to 9,9 (team management), with various styles in between.

Option Analysis:

Option A: Lawler and Porter are known for their work on organizational behavior and motivation, not the Managerial Grid.
Option B: Fiedler and Garcia are associated with Fiedler's Contingency Theory, not the Managerial Grid.
Option C: Hersey and Blanchard developed the Situational Leadership Theory, not the Managerial Grid.
Option D: Robert Blake and Jane S. Mouton are the correct developers of the Managerial Grid model.

Mnemonic: B&M Grid: Blake and Mouton created the Managerial Grid.

1199. Good employer employee relations are the backbone of all .....

Correct Answer: Correct answer is: (C) Personnel activities.

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

Difficulty: Moderate

Concept notes: Good employer-employee relations are essential for effective personnel activities within an organization.

Common Mistakes: Students may confuse personnel activities with broader human activities or personal activities, overlooking the specific context of organizational management.

Explanations: Personnel activities encompass all the functions related to managing employees within an organization, such as recruitment, training, performance evaluation, and conflict resolution. Good employer-employee relations are crucial for the success of these activities. They ensure a positive work environment, which in turn enhances productivity and employee satisfaction. Therefore, good employer-employee relations are the backbone of all personnel activities.

Option Analysis:

Option A: Personal activities are individual actions and do not encompass the organizational context of employer-employee relations.
Option B: Human activities are too broad and do not specifically relate to the organizational management context.
Option C: Personnel activities are directly related to the management of employees within an organization, making this the correct choice.
Option D: Personnel policies are guidelines and rules, but they do not encompass the day-to-day activities and interactions that constitute personnel activities.

1200. An employee's salary paid for his skills and knowledge is called

Correct Answer: Correct answer is: (A) Competency based pay.

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

Difficulty: Easy

Concept notes: Competency-based pay is a system where employees are compensated based on their skills, knowledge, and abilities.

Common Mistakes: Students may confuse competency-based pay with time-based pay, which is based on the amount of time worked rather than the employee's skills.

Explanations: Competency-based pay directly ties an employee's salary to their skills and knowledge, making it the correct answer. This system rewards employees for their capabilities and expertise, rather than the time they spend at work.

Option Analysis:

Option A: Correct. Competency-based pay is based on the employee's skills and knowledge.
Option B: Incorrect. Time-based pay is based on the amount of time worked, not skills or knowledge.
Option C: Incorrect. Internship-based salary is typically a fixed amount for a set period, not based on skills or knowledge.
Option D: Incorrect. Training-based pay is related to the training received, not the skills or knowledge already possessed.

Mnemonic: Skills = Salary

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Human Resource Management MCQ - Set 120

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