Human Resource Management MCQ

1251. 'commonsense' observations are part of

Correct Answer: Correct answer is: (B) Victor Vroom expectancy theory.

Exam Relevance: Organizational Behavior, Human Resource Management, Psychology

Difficulty: Moderate

Concept notes: Victor Vroom's expectancy theory focuses on the belief that individuals are motivated to act in a certain way based on their expectations of the outcomes. 'Commonsense' observations often align with this theory as they relate to the practical expectations and outcomes in a work environment.

Common Mistakes: Students may confuse Victor Vroom's expectancy theory with other motivation theories such as Maslow's hierarchy of needs or Herzberg's two-factor theory, which do not focus on the relationship between effort and outcome.

Explanations: Victor Vroom's expectancy theory posits that motivation is a product of valence, expectancy, and instrumentality. 'Commonsense' observations often reflect the practical application of these concepts, where individuals are motivated by their belief that their effort will lead to a desired outcome. This aligns with the core tenets of Vroom's theory, making it the correct answer.

Option Analysis:

Option A: Maslow's motivation theory focuses on a hierarchy of needs rather than the relationship between effort and outcome, which is not directly related to 'commonsense' observations.
Option B: Victor Vroom expectancy theory directly addresses the relationship between effort and outcome, which aligns with 'commonsense' observations.
Option C: Fredrick Herzberg's motivation theory distinguishes between hygiene factors and motivators, which does not directly relate to 'commonsense' observations about effort and outcome.
Option D: Edward Deci's motivation theory focuses on intrinsic and extrinsic motivation, which does not directly address the relationship between effort and outcome as 'commonsense' observations do.

Mnemonic: Expect Outcome, Motivate (EOM)

1252. Bankers are best classified in a personality type of

Correct Answer: Correct answer is: (D) Conventional orientation.

Exam Relevance: GRE, GMAT, MBTI

Difficulty: Moderate

Concept notes: Bankers are typically classified under the conventional orientation personality type, which emphasizes attention to detail, organization, and a preference for structured tasks.

Common Mistakes: Students may confuse conventional orientation with realistic orientation, which focuses more on practical and hands-on tasks.

Explanations: Bankers often deal with structured tasks, detailed record-keeping, and a high level of organization. These characteristics align closely with the conventional orientation, which values order, precision, and adherence to rules and procedures. This personality type is well-suited for roles that require meticulous attention to detail and a preference for routine and structured work environments.

Option Analysis:

Option A: Realistic orientation is more suited to hands-on, practical tasks, which do not align with the typical responsibilities of a banker.
Option B: Investigative orientation is associated with analytical and scientific tasks, which are not the primary focus of banking roles.
Option C: Social orientation is related to helping and interacting with others, which, while important in banking, is not the primary characteristic of the role.
Option D: Conventional orientation is the best fit for bankers due to the structured and detail-oriented nature of their work.

1253. The process in which company's output are made with one of the best in the similar industry is classified as.....

Correct Answer: Correct answer is: (D) Bench marking.

Exam Relevance: MBA, CFA, Six Sigma

Difficulty: Moderate

Concept notes: Benchmarking is a process where a company compares its processes and performance metrics to industry bests or best practices from other companies.

Common Mistakes: Students may confuse benchmarking with other performance measurement techniques, such as ratio analysis, which focuses on financial ratios rather than industry best practices.

Explanations: Benchmarking involves comparing a company's processes and performance metrics to the best practices in the industry. This process helps identify areas for improvement and sets performance targets based on the best available standards. The other options (Primary Ratio, Secondary Ratio, Tertiary Ratio) are not related to this concept and are typically associated with financial analysis rather than performance comparison.

Option Analysis:

Option A: Primary Ratio is not related to comparing processes with industry bests. It is a financial term.
Option B: Secondary Ratio is also a financial term and not related to benchmarking.
Option C: Tertiary Ratio is another financial term and not related to benchmarking.
Option D: Bench marking is the correct term for comparing a company's processes and performance metrics to industry bests.

1254. The following training aims to provide broad training to enable the trainee to take up a wide variety of tasks within his field of specialisation

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

Exam Relevance: Civil Services Exam, Banking Exams, Management Entrance Exams

Difficulty: Moderate

Concept notes: Apprenticeship provides broad training to enable the trainee to take up a wide variety of tasks within their field of specialization.

Common Mistakes: Students may confuse apprenticeship with on-the-job training, which is more specific and task-oriented.

Explanations: Apprenticeship is a form of training that provides comprehensive and broad-based education in a specific field. It aims to equip the trainee with a wide range of skills and knowledge necessary to perform various tasks within their specialization. This aligns with the description given in the question, which emphasizes the broad training aspect. On-the-job training and demonstration, on the other hand, are more focused and specific, often targeting particular skills or tasks.

Option Analysis:

Option A: Apprenticeship provides broad training suitable for a wide variety of tasks within a field of specialization.
Option B: On-the-job training is more specific and task-oriented, not broad.
Option C: Demonstration is a method of showing how to perform a specific task, not broad training.
Option D: All of the above is incorrect as not all options provide broad training.

Mnemonic: A: All Skills, Broad Training

1255. Types of redundancy:

Correct Answer: Correct answer is: (D) Compulsory, early retirement and voluntary.

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

Difficulty: Moderate

Concept notes: Redundancy in the workplace can be categorized into different types based on the nature of the process and the employee's involvement.

Common Mistakes: Students may confuse the types of redundancy with other human resource management terms such as grievance or disciplinary actions.

Explanations: Redundancy refers to the situation where an employee's job is made unnecessary due to changes in the organization. The types of redundancy include: - Compulsory redundancy: This occurs when the employer decides to terminate the employment of an employee due to business needs, without the employee's consent. - Early retirement: This is a form of redundancy where the employer offers incentives for employees to retire early, often to reduce the workforce. - Voluntary redundancy: This is when employees choose to leave their jobs in response to an offer made by the employer, often with financial incentives. The other options include terms like "grievance" and "discipline," which are not types of redundancy but rather other aspects of human resource management.

Option Analysis:

Option A: This option includes "grievance," which is not a type of redundancy.
Option B: This option includes "discipline," which is not a type of redundancy.
Option C: This option includes only "discipline" and "grievance," which are not types of redundancy.
Option D: This option correctly identifies the types of redundancy as compulsory, early retirement, and voluntary.

Mnemonic: CERV: Compulsory, Early Retirement, Voluntary

1256. Which employment actions can a Line Manager perform through the Smart Navigation icon within the Directory search results, organization chart, or while viewing the public spotlight page of their direct reports?

Correct Answer: Correct answer is: (B) Promote, Transfer, Terminate, Location change, Create Work Relationship, and Add Additional Assignment.

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

Difficulty: Moderate

Concept notes: The correct answer identifies the specific employment actions a Line Manager can perform through the Smart Navigation icon within the Directory search results, organization chart, or while viewing the public spotlight page of their direct reports.

Common Mistakes: Students may confuse the actions available with other HR functions or may overlook the "Create Work Relationship" option, which is a key action in managing employee records.

Explanations: The Line Manager can perform several employment actions through the Smart Navigation icon. These actions include Promote, Transfer, Terminate, Location change, Create Work Relationship, and Add Additional Assignment. The "Create Work Relationship" option is crucial for establishing or modifying the work relationship between an employee and the organization, which is not covered by the other options. Therefore, the correct answer includes this specific action.

Option Analysis:

Option A: This option is incorrect because it includes "Manager change" instead of "Create Work Relationship," which is not a direct employment action available through the Smart Navigation icon.
Option B: This option is correct as it lists all the employment actions that can be performed through the Smart Navigation icon, including "Create Work Relationship."
Option C: This option is incorrect because it includes "Working Hours change" instead of "Create Work Relationship," which is not a direct employment action available through the Smart Navigation icon.
Option D: This option is incorrect because it includes "Suspend" instead of "Create Work Relationship," which is not a direct employment action available through the Smart Navigation icon.

1257. An advantage of Management by Objectives (MBO) is

Correct Answer: Correct answer is: (B) Jointly agreed performance objectives.

Exam Relevance: MBA, HRM, Organizational Behavior

Difficulty: Moderate

Concept notes: Management by Objectives (MBO) is a process where managers and employees jointly set goals and agree on the performance standards for the employee. This collaborative approach ensures that objectives are clear, measurable, and aligned with organizational goals.

Common Mistakes: Students may confuse MBO with other performance evaluation methods that do not involve joint agreement on objectives.

Explanations: The advantage of MBO lies in the collaborative process of setting objectives. When managers and employees jointly agree on performance objectives, it ensures that both parties are aligned and committed to achieving the set goals. This joint agreement fosters a sense of ownership and responsibility, leading to better performance and motivation.

Option Analysis:

Option A: Avoids central tendency and biases. - This is not a specific advantage of MBO, as it pertains more to the design of performance evaluation methods rather than the collaborative goal-setting process.
Option B: Jointly agreed performance objectives. - This is the correct answer as it highlights the collaborative nature of MBO, which is a key advantage.
Option C: Provides behavioral anchors. - Behavioral anchors are more relevant to behaviorally anchored rating scales (BARS) rather than MBO.
Option D: Ongoing basis evaluation. - While MBO can involve ongoing feedback, this is not its primary advantage.

Mnemonic: Joint Goals, Joint Success (JGJS)

1258. An Individual or group which has interest in business because they are affected by its activities and decisions.

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

Exam Relevance: GMAT, GRE, MBA entrance exams

Difficulty: Easy

Concept notes: Stakeholders are individuals or groups who have an interest in a business because they are affected by its activities and decisions.

Common Mistakes: Students may confuse stakeholders with shareholders, who are only a subset of stakeholders and specifically refer to those who own shares in the company.

Explanations: Stakeholders include a wide range of parties such as employees, customers, suppliers, the community, and the government. They are all affected by the business's operations and decisions, making them the correct answer.

Option Analysis:

Option A: Shareholders are a specific type of stakeholder but do not encompass all individuals or groups affected by the business.
Option B: Travellers are not typically considered stakeholders in a business unless they are customers or employees.
Option C: Stakeholders are the correct term for individuals or groups affected by a business's activities and decisions.
Option D: Students are not typically considered stakeholders unless they are customers or employees of the business.

Mnemonic: S.T.A.K.E. - Stakeholders Touch All Kinds of Entities

1259. Contracting outside the organization to have work done

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

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

Difficulty: Moderate

Concept notes: Outsourcing refers to the practice of contracting outside organizations to perform tasks, services, or functions that were previously handled internally.

Common Mistakes: Students may confuse outsourcing with offshoring, which specifically involves relocating business processes to another country.

Explanations: Outsourcing involves contracting external organizations to perform specific tasks or services that were previously handled internally. This aligns with the definition provided in the question, which describes contracting outside the organization to have work done.

Option Analysis:

Option A: Offshoring refers to relocating business processes to another country, not contracting external organizations for work.
Option B: Downsizing involves reducing the size of an organization, typically through layoffs or restructuring, not contracting external organizations.
Option C: Outsourcing involves contracting external organizations to perform specific tasks or services, which matches the description in the question.
Option D: Reactive change involves responding to external pressures or changes, not contracting external organizations for work.

1260. A supervisor showing the new employee how to use excel spreadsheet to key-in daily data is an example of .....

Correct Answer: Correct answer is: (C) On-the-job training (OJT).

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

Difficulty: Moderate

Concept notes: On-the-job training (OJT) involves learning a task or skill while performing the job itself, often under the guidance of a supervisor or experienced colleague.

Common Mistakes: Students may confuse OJT with orientation, which typically involves a broader introduction to the company and its policies rather than specific job tasks.

Explanations: The supervisor showing the new employee how to use Excel to key-in daily data is an example of on-the-job training (OJT). This is because the training is directly related to the job task and is performed while the employee is actually doing the work, under the guidance of a supervisor.

Option Analysis:

Option A: Simulation involves creating a scenario that mimics real-life situations, but does not involve actual job tasks being performed.
Option B: Orientation typically involves a general introduction to the company and its policies, not specific job tasks.
Option C: On-the-job training (OJT) involves learning a task or skill while performing the job itself, which matches the scenario described.
Option D: Special assignment involves a specific task or project assigned to an employee, but does not necessarily involve training.

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Human Resource Management MCQ - Set 126

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