Human Resource Management MCQ

1201. Concession, employees gets in form of discounts in air ticket and bus fares is an example of

Correct Answer: Correct answer is: (B) Non direct payments.

Exam Relevance: CAT, GMAT, GRE, UPSC

Difficulty: Moderate

Concept notes: Non-direct payments refer to benefits provided to employees that are not directly in the form of cash or salary increments. These benefits can include discounts on goods and services, such as air tickets and bus fares.

Common Mistakes: Students may confuse non-direct payments with direct payments, which are monetary benefits directly credited to the employee's salary.

Explanations: Concessions such as discounts on air tickets and bus fares are considered non-direct payments because they are indirect benefits provided to employees. These benefits do not directly increase the employee's salary but provide financial advantages in the form of discounts. Therefore, they fall under the category of non-direct payments.

Option Analysis:

Option A: Incentives are typically additional rewards given to employees for performance, not discounts on travel.
Option B: Non-direct payments are indirect benefits provided to employees, such as discounts on travel.
Option C: Direct payments are monetary benefits directly credited to the employee's salary, not discounts.
Option D: Salary increments are direct increases in the employee's base salary, not discounts on travel.

Mnemonic: N-D-P: Non-Direct Payments

1202. As the Workflow Administrator you are responsible for ensuring that approval workflows are handled in a timely basis.If you notice that there are outstanding notifications, what action can you take to move the approval along?

Correct Answer: Correct answer is: (A) Reassign the workflow to another Approver.

Exam Relevance: Project Management Professional (PMP), Certified Scrum Master (CSM), Certified Agile Practitioner (CAP)

Difficulty: Moderate

Concept notes: In workflow management, the ability to reassign tasks is crucial for maintaining efficiency and ensuring timely completion of processes.

Common Mistakes: Students may mistakenly believe that the Workflow Administrator can directly approve or deny tasks on behalf of the assigned approver, which is not typically within their scope of authority.

Explanations: The Workflow Administrator can reassign the workflow to another Approver if the current Approver is unresponsive or unavailable. This action ensures that the workflow process continues without delay, maintaining the overall efficiency of the system.

Option Analysis:

Option A: Correct. Reassigning the workflow to another Approver is a valid action to move the approval process along.
Option B: Incorrect. The Workflow Administrator does not have the authority to approve the workflow on behalf of the assigned Approver.
Option C: Incorrect. The Workflow Administrator does not have the authority to deny the workflow on behalf of the assigned Approver.
Option D: Incorrect. Pushing back the workflow is not a standard action in workflow management and does not help in moving the approval process along.

Mnemonic: RAT: Reassign Approver Task

1203. Consider the following Statements: In directive interviews, the employer lists the questions ahead of time. HRM developed human capital Mediation is the use of a third party in industrial disputes to encourage both employer and union to discuss an acceptable solution. Which of the following statement(s) is/are true?

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

Exam Relevance: HRM exams, Industrial Relations exams, Labor Law exams

Difficulty: Moderate

Concept notes: The statements provided are related to HRM practices and industrial relations. Each statement is evaluated for its accuracy in the context of HRM and labor relations.

Common Mistakes: Students may confuse the definitions of directive interviews, human capital, and mediation, leading to incorrect identification of true statements.

Explanations: Statement 1: In directive interviews, the employer lists the questions ahead of time. This is true as directive interviews are structured and the questions are predetermined. Statement 2: HRM developed human capital. This is true as Human Resource Management (HRM) focuses on the development and management of human capital within an organization. Statement 3: Mediation is the use of a third party in industrial disputes to encourage both employer and union to discuss an acceptable solution. This is true as mediation involves a neutral third party to facilitate negotiations and reach a resolution.

Option Analysis:

Option A: Only 1, 2. This option is incorrect because it omits statement 3, which is also true.
Option B: Only 2, 3. This option is incorrect because it omits statement 1, which is also true.
Option C: Only 1, 2, 3. This option is correct as all three statements are true.
Option D: Only 1, 3. This option is incorrect because it omits statement 2, which is also true.

Mnemonic: DIR-HR-MED

1204. Which of the following best describes Human Resource?

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

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

Difficulty: Easy

Concept notes: Human Resource refers to the individuals within an organization, their skills, knowledge, and abilities.

Common Mistakes: Students may confuse Human Resource with specific skills or knowledge rather than the individuals themselves.

Explanations: Human Resource is best described as "People" because it encompasses the individuals who make up the workforce of an organization. While skills and knowledge are important aspects of human resources, the term fundamentally refers to the people who possess these attributes.

Option Analysis:

Option A: Personnel is a synonym for people, but it is not the best choice as it is more specific to organizational roles.
Option B: Knowledge is an attribute of human resources but does not encompass the individuals themselves.
Option C: People is the most accurate description of human resources, as it refers to the individuals who make up the workforce.
Option D: Skills are attributes of human resources but do not encompass the individuals themselves.

1205. Which of the following organisations is a two-dimensional structure?

Correct Answer: Correct answer is: (B) Matrix structure.

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

Difficulty: Moderate

Concept notes: The matrix structure is a two-dimensional organizational structure that combines functional and product-based or project-based structures.

Common Mistakes: Students often confuse the matrix structure with the functional structure, which is a one-dimensional structure.

Explanations: The matrix structure is characterized by dual reporting lines, where employees report to both a functional manager and a project manager. This dual reporting system creates a two-dimensional structure, making it distinct from other organizational structures like the line, functional, and divisional structures, which are typically one-dimensional.

Option Analysis:

Option A: The line structure is a simple, one-dimensional structure where each employee reports to one manager.
Option B: The matrix structure is a two-dimensional structure with dual reporting lines, making it the correct answer.
Option C: The functional structure is a one-dimensional structure organized around specific functions or departments.
Option D: The divisional structure is a one-dimensional structure organized around product lines, geographic regions, or customer segments.

Mnemonic: Matrix = Multiple Managers

1206. How does training and development offer competitive advantage to an organization?

Correct Answer: Correct answer is: (A) Removing performance decencies.

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

Difficulty: Moderate

Concept notes: Training and development can offer a competitive advantage by addressing and removing performance decencies within an organization.

Common Mistakes: Students may confuse the concept with improving individual aptitude or motivation, which are not the primary focus of training and development in this context.

Explanations: Training and development programs are designed to identify and address performance gaps within an organization. By removing these performance decencies, the organization can improve overall efficiency, productivity, and effectiveness, thereby gaining a competitive advantage. This approach focuses on systematic improvement rather than individual aptitude or motivation.

Option Analysis:

Option A: Correct. Training and development can remove performance decencies, leading to a competitive advantage.
Option B: Incorrect. While individual aptitude and motivation are important, they are not the primary focus of training and development in this context.
Option C: Incorrect. This option refers to a specific cause of deficiency rather than the broader impact of training and development.
Option D: Incorrect. This option is not applicable as one of the other options is correct.

1207. The general level of confidence or enthusiasm felt by a person or group of people is called ..... .

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

Exam Relevance: AP Psychology, SAT, ACT

Difficulty: Easy

Concept notes: Morale refers to the general level of confidence, enthusiasm, or spirits felt by a person or group of people.

Common Mistakes: Students may confuse morale with euphoria, which is a state of intense happiness or excitement, or with satisfaction, which is a feeling of contentment or fulfillment.

Explanations: Morale is the correct term for describing the overall level of confidence or enthusiasm within a group or individual. It encompasses the emotional and mental state that affects performance and attitude.

Option Analysis:

Option A: Euphoria is a state of intense happiness or excitement, not a general level of confidence or enthusiasm.
Option B: Satisfaction is a feeling of contentment or fulfillment, not a general level of confidence or enthusiasm.
Option C: Morale is the correct term for the general level of confidence or enthusiasm felt by a person or group of people.
Option D: Self-actualization is the realization or fulfillment of one's own potential, not a general level of confidence or enthusiasm.

1208. Each band in 'broad banding' contains

Correct Answer: Correct answer is: (A) Wide range of jobs.

Exam Relevance: HRM exams, Management exams, Competitive exams

Difficulty: Easy

Concept notes: Broad banding is a job evaluation method that groups jobs into a small number of broad bands, each containing a wide range of jobs.

Common Mistakes: Students may confuse broad banding with narrower job classifications, which typically contain fewer job types.

Explanations: Broad banding is designed to accommodate a wide range of jobs within each band, allowing for greater flexibility and recognition of diverse roles within an organization. This approach contrasts with traditional job grading systems that have many more, narrower bands.

Option Analysis:

Option A: Correct. Broad bands contain a wide range of jobs.
Option B: Incorrect. Broad bands do not have a lesser range of jobs.
Option C: Incorrect. Broad bands contain multiple job types, not just one.
Option D: Incorrect. Broad bands have a defined range of jobs, not unspecified job descriptions.

Mnemonic: Broad bands = Wide range

1209. ..... compensate expatriates for hard living and working conditions at certain foreign location.

Correct Answer: Correct answer is: (B) Hardship allowances.

Exam Relevance: MBA, HR Management, International Business

Difficulty: Moderate

Concept notes: Hardship allowances are compensations provided to expatriates to offset the challenges and difficulties they face in living and working in foreign locations with harsh conditions.

Common Mistakes: Students may confuse hardship allowances with mobility premiums or foreign service premiums, which are different types of compensation.

Explanations: Hardship allowances are specifically designed to compensate expatriates for the difficult living and working conditions they encounter in foreign locations. These allowances are intended to offset the additional costs and inconveniences associated with such environments. Mobility premiums and foreign service premiums, on the other hand, are different forms of compensation that do not specifically address the hardships of living and working conditions.

Option Analysis:

Option A: Mobility premiums are compensation for the inconvenience of relocating, not for the specific hardships of living and working conditions.
Option B: Hardship allowances are the correct compensation for the difficult living and working conditions faced by expatriates.
Option C: Foreign service premiums are additional compensation for working in a foreign country, but they do not specifically address the hardships of living and working conditions.
Option D: This option is incorrect as there is a specific term for compensating expatriates for hard living and working conditions.

Mnemonic: HARD = Hardship Allowance, Relieve Difficulties

1210. According to this definition by Edwin Flippo: HRM is planning, organizing, directing, controlling of procurement, development, compensation, integration, maintenance & separation of human resources to the end so that ....., ..... & ..... objectives are achieved.

Correct Answer: Correct answer is: (A) Individual, organisational and social.

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

Difficulty: Moderate

Concept notes: Human Resource Management (HRM) aims to achieve objectives at multiple levels: individual, organizational, and social.

Common Mistakes: Students may confuse the objectives with personal, professional, and aspirational goals, which are more individual-focused.

Explanations: Edwin Flippo's definition of HRM emphasizes the integration of human resources to achieve objectives at three levels: individual, organizational, and social. Individual objectives refer to the personal goals and development of employees. Organizational objectives pertain to the goals and success of the company. Social objectives relate to the broader impact on society and the community. This comprehensive approach ensures that HRM addresses the needs and goals at multiple levels.

Option Analysis:

Option A: Correct. This option aligns with the definition provided by Edwin Flippo, covering individual, organizational, and social objectives.
Option B: Incorrect. Personal, professional, and aspirational goals are more individual-focused and do not encompass the broader organizational and social objectives.
Option C: Incorrect. Employee's, Government's, and Industrial objectives are too specific and do not cover the holistic approach described by Flippo.
Option D: Incorrect. Liberalist, Communist, and Socialist are political ideologies and do not relate to the objectives of HRM as defined by Flippo.

Mnemonic: IOS - Individual, Organizational, Social

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Human Resource Management MCQ - Set 121

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