Human Resource Management MCQ

1211. The systematic procedure for securing and reporting information defining a specific job is called as

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

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

Difficulty: Moderate

Concept notes: Job Analysis is the systematic procedure for securing and reporting information defining a specific job.

Common Mistakes: Students often confuse Job Analysis with Job Description, which is a document that summarizes the job analysis.

Explanations: Job Analysis involves collecting and analyzing information about the tasks, duties, responsibilities, and working conditions of a job. It is a systematic process that defines the job requirements and specifications. Job Description, on the other hand, is a document that summarizes the findings of the job analysis, detailing the job's duties and responsibilities. Job Specification outlines the qualifications and skills required for the job. Job Alignment refers to aligning job roles with organizational goals, which is a different process.

Option Analysis:

Option A: Job Description is a document that summarizes the job analysis, not the process itself.
Option B: Job Analysis is the systematic procedure for securing and reporting information defining a specific job.
Option C: Job Specification outlines the qualifications and skills required for the job, not the process of analyzing the job.
Option D: Job Alignment refers to aligning job roles with organizational goals, which is not the same as the process of job analysis.

Mnemonic: J.A. = Job Analysis

1212. HRM is important because of the following EXCEPT:

Correct Answer: Correct answer is: (C) Decision making on acquisition and upsizing.

Exam Relevance: HRM exams, MBA exams, Business Management exams

Difficulty: Moderate

Concept notes: Human Resource Management (HRM) is crucial for enhancing organizational performance, dealing with the complexity of managerial roles, and accommodating workers' needs. However, decision-making on acquisition and upsizing is typically outside the scope of HRM and more aligned with strategic business decisions.

Common Mistakes: Students may mistakenly believe that HRM encompasses all aspects of business strategy, including acquisition and upsizing.

Explanations: HRM focuses on managing the workforce to improve organizational performance, manage the complexity of managerial roles, and meet the needs of employees. Decision-making on acquisition and upsizing, however, involves strategic business decisions that are generally handled by upper management or corporate strategy teams, not HRM.

Option Analysis:

Option A: HRM enhances organizational performance by aligning employee skills and behaviors with organizational goals.
Option B: HRM helps managers deal with the complexity of their roles by providing tools and strategies for effective workforce management.
Option C: Decision making on acquisition and upsizing is not a core function of HRM but rather a strategic business decision.
Option D: HRM accommodates workers' needs by creating a supportive and inclusive work environment.

Mnemonic: HRM: PACE (Performance, Complexity, Accommodation, Efficiency)

1213. Directing is one of the important functions of HRM which comes under..... Function.

Correct Answer: Correct answer is: (A) Managerial Function.

Exam Relevance: HRM exams, Management exams, MBA exams

Difficulty: Easy

Concept notes: Directing is a key function of Human Resource Management (HRM) that involves guiding and supervising employees to achieve organizational goals. This function falls under the broader category of managerial functions in HRM.

Common Mistakes: Students may confuse directing with other HRM functions such as planning, organizing, or controlling, which are also managerial functions.

Explanations: Directing is a managerial function because it involves guiding, supervising, and motivating employees to perform their tasks effectively. This aligns with the broader responsibilities of management, which include planning, organizing, staffing, directing, and controlling. Therefore, directing is correctly categorized under the managerial function in HRM.

Option Analysis:

Option A: Correct. Directing is a managerial function in HRM.
Option B: Incorrect. Operative functions are more related to the day-to-day operations rather than the supervisory role of directing.
Option C: Incorrect. Technical functions are related to specialized skills and knowledge, not the supervisory role of directing.
Option D: Incorrect. Behavioral functions focus on employee behavior and attitudes, not the supervisory role of directing.

1214. Consider the following Statements: When evaluating a job opportunity, you should pay attention to health care, retirement benefits and your special needs. Compensation management is designed to benefit the employee of hisbenefits mandated by the law outside from his basic pay. A manager based in New York who is given a foreign assignment in Tokyo would most likely receive a significant cost-of-living allowance. Which of the following statement(s) is/are true?

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

Exam Relevance: HRM exams, MBA exams, Management exams

Difficulty: Moderate

Concept notes: The correct answer is based on the evaluation of job opportunities and the components of compensation management.

Common Mistakes: Students may mistakenly believe that compensation management is solely focused on basic pay, overlooking the importance of mandated benefits and special allowances.

Explanations: Statement 1 is true because when evaluating a job opportunity, it is important to consider health care, retirement benefits, and any special needs. Statement 2 is false because compensation management includes more than just mandated benefits; it also considers the overall compensation package, including basic pay, bonuses, and other incentives. Statement 3 is true because a manager moving from New York to Tokyo would likely receive a significant cost-of-living allowance to adjust for the higher cost of living in Tokyo.

Option Analysis:

Option A: Incorrect because it includes statement 2, which is false.
Option B: Incorrect because it includes statement 2, which is false.
Option C: Incorrect because it excludes statement 1, which is true.
Option D: Correct because it includes only the true statements 1 and 3.

1215. What is human factor?

Correct Answer: Correct answer is: (B) Interrelated Physiological, Psychological and Socio-ethical aspects of human being.

Exam Relevance: GRE, GMAT, Civil Services Exam, PMP

Difficulty: Moderate

Concept notes: Human factors encompass the study of how humans interact with their environment, including physical, cognitive, and social aspects.

Common Mistakes: Students may confuse human factors with broader socio-economic issues or general human behavior.

Explanations: Human factors focus on the interrelated aspects of human physiology, psychology, and socio-ethical considerations. This includes understanding how physical conditions affect human performance, how cognitive processes influence decision-making, and how social and ethical norms impact behavior. The correct answer highlights the comprehensive nature of human factors, which goes beyond micro and macro socio-economic factors or general human behavior.

Option Analysis:

Option A: This option is incorrect as it only refers to socio-economic factors, which are a subset of human factors but do not encompass the full scope.
Option B: This option correctly identifies the interrelated aspects of human factors, including physiological, psychological, and socio-ethical considerations.
Option C: This option is too broad and does not specifically address the interrelated aspects of human factors.
Option D: This option is incorrect as it dismisses the correct answer.

1216. Training gets easier once HR expands

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

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

Difficulty: Easy

Concept notes: The statement "Training gets easier once HR expands" is incorrect. Expanding the Human Resources (HR) department does not necessarily make training easier. The complexity and effectiveness of training depend on various factors such as the quality of training programs, the expertise of trainers, and the alignment of training with organizational goals.

Common Mistakes: Students may mistakenly believe that a larger HR department automatically leads to better training processes, overlooking the importance of other factors like training content and methodology.

Explanations: Expanding HR does not inherently simplify training processes. The effectiveness of training depends on the quality of the training programs, the expertise of the trainers, and the alignment of training with organizational goals. Therefore, the statement is false.

Option Analysis:

Option A: Incorrect because the statement is false.
Option B: Correct because the statement is false.
Option C: Incorrect because only one option can be correct.
Option D: Incorrect because one of the options is correct.

1217. Rearrange the following steps of recruitement1.searching2.evaluation and control3.planning4.screening5.strategy development

Correct Answer: Correct answer is: (B) 3,5,1,4,2.

Exam Relevance: HRM exams, Management exams, MBA exams

Difficulty: Moderate

Concept notes: The correct sequence of recruitment steps is crucial for effective human resource management. The steps should logically follow a planning phase, followed by strategy development, searching for candidates, screening, and finally evaluation and control.

Common Mistakes: Students often confuse the order of planning and strategy development, thinking that strategy development should come before planning.

Explanations: The correct sequence is as follows: 1. Planning (3) - This involves defining the recruitment needs and objectives. 2. Strategy development (5) - This includes deciding on the recruitment methods and sources. 3. Searching (1) - This involves identifying and attracting potential candidates. 4. Screening (4) - This includes reviewing applications and conducting initial interviews. 5. Evaluation and control (2) - This involves assessing the effectiveness of the recruitment process and making necessary adjustments.

Option Analysis:

Option A: Incorrect because planning (3) should come before evaluation and control (2).
Option B: Correct as it follows the logical sequence of recruitment steps.
Option C: Incorrect because screening (4) should not come before planning (3).
Option D: Incorrect because evaluation and control (2) should not come before planning (3).

Mnemonic: PSSCE - Plan, Strategy, Search, Screen, Evaluate

1218. The Human Resource Plan:

Correct Answer: Correct answer is: (D) Is an output of the Develop Human Resource Plan Process.

Exam Relevance: PMP, CAPM, PRINCE2

Difficulty: Moderate

Concept notes: The Human Resource Plan is a document that outlines how the project team will be organized, staffed, managed, and ultimately dissolved. It is developed as part of the project management process and is a key output of the Develop Human Resource Plan process.

Common Mistakes: Students may confuse the Human Resource Plan with other project management plans or processes, such as the Resource Management Plan or the Develop Project Team process.

Explanations: The Human Resource Plan is specifically developed as an output of the Develop Human Resource Plan process. This process involves defining the roles, responsibilities, and reporting relationships for the project team. The plan is not created by the Human Resources department alone, nor is it a part of the Resource Management Plan. It is also not a tool used in the Develop Project Team process, which focuses on improving the competencies, team interaction, and overall environment for project execution.

Option Analysis:

Option A: The Human Resource Plan is not solely created by the Human Resources department; it is a collaborative effort involving project management processes.
Option B: The Human Resource Plan is not a part of the Resource Management Plan; it is a separate document focused on human resources.
Option C: The Human Resource Plan is not a tool used in the Develop Project Team process; it is an output of the Develop Human Resource Plan process.
Option D: The Human Resource Plan is indeed an output of the Develop Human Resource Plan process, which is the correct answer.

1219. "Model Grievance Procedure" is given in the

Correct Answer: Correct answer is: (A) Code of Discipline.

Exam Relevance: UPSC, SSC, Banking Exams, Competitive Exams

Difficulty: Easy

Concept notes: The Code of Discipline provides guidelines and procedures for handling grievances in the workplace.

Common Mistakes: Students may confuse the Code of Discipline with other labor laws such as the Industrial Disputes Act or the Industrial Employment (Standing Orders) Act.

Explanations: The "Model Grievance Procedure" is specifically outlined in the Code of Discipline. This code provides a framework for addressing employee complaints and disputes in a structured manner, ensuring fair treatment and resolution of grievances.

Option Analysis:

Option A: Correct. The Code of Discipline includes the "Model Grievance Procedure."
Option B: Incorrect. The Industrial Disputes Act deals with the prevention and settlement of industrial disputes but does not include a model grievance procedure.
Option C: Incorrect. The Employee State Insurance Act is related to providing insurance benefits and does not cover grievance procedures.
Option D: Incorrect. The Industrial Employment (Standing Orders) Act deals with the conditions of employment but does not include a model grievance procedure.

1220. Which of the following is a possible drawback of on-the-job training?

Correct Answer: Correct answer is: (B) Workers will not gain experience of people outside the firm.

Exam Relevance: AP Business, IB Business Management, A-Level Business Studies

Difficulty: Moderate

Concept notes: On-the-job training involves learning within the specific work environment of the company. This can limit exposure to external perspectives and practices.

Common Mistakes: Students might overlook the importance of external experience and focus only on the immediate benefits of on-the-job training.

Explanations: On-the-job training is conducted within the company's environment, which means workers primarily interact with colleagues and clients within the firm. This can result in a lack of exposure to different working styles, practices, and people from other organizations. Therefore, workers may miss out on gaining broader industry experience and perspectives that come from interacting with people outside the firm.

Option Analysis:

Option A: This option is incorrect because on-the-job training typically does not involve travel costs, as it is conducted within the company's premises.
Option B: This option is correct because on-the-job training is limited to the company's environment, preventing workers from interacting with people from other organizations.
Option C: This option is incorrect because on-the-job training often allows workers to perform tasks while learning, rather than being completely non-productive.
Option D: This option is incorrect because on-the-job training usually requires the company to employ its own training staff to guide and instruct the workers.

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Human Resource Management MCQ - Set 122

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