Human Resource Management MCQ

1291. Someone who comments on a job applicant's character and qualifications for a job

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

Exam Relevance: SAT, ACT, SHSAT

Difficulty: Easy

Concept notes: A reference is someone who can provide information about a job applicant's character and qualifications.

Common Mistakes: Students may confuse a reference with a background check, which involves verifying an applicant's information through records and databases.

Explanations: A reference is a person who can vouch for a job applicant's character and qualifications. This person is typically someone who has worked with the applicant before and can provide insights into their professional capabilities and personal traits. This aligns with the definition provided in the question.

Option Analysis:

Option A: A background check involves verifying an applicant's information through records and databases, not providing personal insights.
Option B: A reference is someone who comments on a job applicant's character and qualifications, which matches the question's description.
Option C: Human resources is a department within an organization that handles various aspects of employment, not a specific person providing a reference.
Option D: The wage and hourly division is related to payroll and compensation, not providing references for job applicants.

Mnemonic: R - Remember, References are Real people.

1292. Give the proper sequence of HRM functions

Correct Answer: Correct answer is: (A) Planning organising directing controlling.

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

Difficulty: Easy

Concept notes: The sequence of HRM functions follows a logical order of planning, organizing, directing, and controlling.

Common Mistakes: Students may confuse the order of directing and controlling, as both involve oversight and management.

Explanations: The correct sequence of HRM functions is planning, organizing, directing, and controlling. Planning involves setting goals and objectives. Organizing involves structuring the work and resources. Directing involves guiding and motivating employees. Controlling involves monitoring and evaluating performance to ensure goals are met.

Option Analysis:

Option A: Correct sequence of HRM functions.
Option B: Incorrect sequence; controlling should not come before organizing.
Option C: Incorrect sequence; directing should not come after controlling.
Option D: Incorrect sequence; directing should not come before organizing.

Mnemonic: P.O.D.C. - Plan, Organize, Direct, Control

1293. Which of the following best defines internal equity?

Correct Answer: Correct answer is: (B) How fair the job's pay rate is, when compared to other jobs within the same company.

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

Difficulty: Moderate

Concept notes: Internal equity refers to the fairness of a job's pay rate when compared to other jobs within the same company. It ensures that employees perceive the compensation structure as fair and just.

Common Mistakes: Students often confuse internal equity with external equity, which compares pay rates across different companies.

Explanations: Internal equity focuses on the fairness of pay rates within a single organization. It ensures that employees in different roles are compensated in a manner that reflects the value and responsibilities of their positions relative to each other. This concept is crucial for maintaining employee satisfaction and reducing perceptions of unfairness within the organization.

Option Analysis:

Option A: This describes external equity, which compares pay rates across different companies, not within the same company.
Option B: This correctly defines internal equity, focusing on the fairness of pay rates within the same company.
Option C: This describes individual equity, which compares the pay of individuals performing the same job within the same company.
Option D: This describes procedural fairness, which pertains to the processes and procedures used to make compensation decisions, not the pay rates themselves.

Mnemonic: IE = Internal Equity = Inside Company

1294. Low absenteeism and turnover is the outcome of which of the following core dimensions described by the Job Characteristics Model

Correct Answer: Correct answer is: (D) Task Significance.

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

Difficulty: Moderate

Concept notes: Task Significance refers to the degree to which a job has a substantial impact on the lives or work of other people. High task significance can lead to greater job satisfaction and commitment, which in turn can result in lower absenteeism and turnover.

Common Mistakes: Students may confuse Task Significance with Autonomy, as both can contribute to job satisfaction. However, Autonomy refers to the degree of freedom and independence in scheduling and organizing work, not the impact on others.

Explanations: Task Significance is the correct answer because it directly relates to the impact a job has on others. When employees perceive their work as significant and impactful, they are more likely to feel a sense of purpose and commitment to their job, leading to lower absenteeism and turnover.

Option Analysis:

Option A: Autonomy refers to the freedom to make decisions about how to perform tasks, which does not directly relate to absenteeism and turnover.
Option B: Feedback refers to the information received about the effectiveness of work performance, which can improve job satisfaction but does not directly correlate with absenteeism and turnover.
Option C: Task Identity refers to the degree to which a job requires completing a whole and identifiable piece of work, which can enhance job satisfaction but does not directly impact absenteeism and turnover.
Option D: Task Significance refers to the impact of the job on others, which can lead to greater job satisfaction and commitment, reducing absenteeism and turnover.

1295. Which of the following refers to the process of getting detailed information about jobs?

Correct Answer: Correct answer is: (B) JOB ANALYSIS.

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

Difficulty: Moderate

Concept notes: Job analysis is the process of collecting detailed information about the tasks, duties, responsibilities, and skills required for a job.

Common Mistakes: Students may confuse job analysis with job rotation, which involves moving employees through a series of jobs to broaden their experience.

Explanations: Job analysis involves gathering detailed information about the nature of a job, including the tasks performed, the skills required, and the working conditions. This process is essential for creating job descriptions and job specifications, which are critical for recruitment, training, and performance evaluation. Job rotation, on the other hand, is a method of training employees by moving them through different jobs to gain a broader understanding of the organization. Job creation refers to the development of new positions within an organization, and job orientation is the process of introducing new employees to their roles and the organization.

Option Analysis:

Option A: Job rotation involves moving employees through different jobs to gain experience, not detailed job information.
Option B: Job analysis is the correct process for gathering detailed information about jobs.
Option C: Job creation is the development of new positions, not the analysis of existing ones.
Option D: Job orientation is the introduction of new employees to their roles, not detailed job information.

Mnemonic: J.A. = Job Analysis

1296. Which one of the following does not include under the functions of human resource management?

Correct Answer: Correct answer is: (D) PROFITABILITY.

Exam Relevance: HRM exams, Management exams, Business exams

Difficulty: Easy

Concept notes: Human resource management (HRM) focuses on managing the workforce of an organization. Its functions include planning, recruitment, training, and other activities related to employees. Profitability, however, is a financial metric and not a function of HRM.

Common Mistakes: Students may confuse profitability with HRM functions if they do not clearly understand the distinction between financial metrics and HRM activities.

Explanations: Human resource management (HRM) involves activities such as planning, recruitment, and training to manage the workforce effectively. Profitability, on the other hand, is a financial measure that indicates the financial performance of a company. It is not a function of HRM but rather falls under the domain of financial management.

Option Analysis:

Option A: Planning is a core function of HRM, involving the strategic planning of workforce needs and development.
Option B: Recruitment is a key function of HRM, involving the process of attracting, screening, and selecting qualified candidates for job openings.
Option C: Training is another essential function of HRM, aimed at enhancing the skills and knowledge of employees.
Option D: Profitability is not a function of HRM but a financial metric that measures the financial success of a company.

1297. Standard of 'output' for a job is called

Correct Answer: Correct answer is: (A) Fair day's work.

Exam Relevance: CFA, PMP, Industrial Engineering Exams

Difficulty: Easy

Concept notes: The standard of 'output' for a job is referred to as a fair day's work. This term represents the expected amount of work that a worker should complete in a standard workday under normal conditions.

Common Mistakes: Students may confuse the term with 'incentive rate,' which is a different concept related to performance-based pay.

Explanations: A fair day's work is the standard output expected from a worker in a given job. It is a benchmark used to measure productivity and performance. This standard is established based on typical working conditions and the average output of a skilled worker. The term 'fair day's work' is widely used in industrial engineering and management to set performance standards.

Option Analysis:

Option A: Correct. Fair day's work is the standard output expected from a worker in a given job.
Option B: Incorrect. Unfair day's work is not a standard term used in job performance measurement.
Option C: Incorrect. Incentive rate refers to a pay system based on performance, not the standard output.
Option D: Incorrect. Systematic soldiering refers to the practice of deliberately working at a slower pace, not a standard output measure.

1298. Strategic purpose consists of

Correct Answer: Correct answer is: (D) Vision, mission, core values, objectives, strategy statements.

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

Difficulty: Moderate

Concept notes: Strategic purpose is the foundational framework that guides an organization's direction and decision-making. It includes elements like vision, mission, core values, objectives, and strategy statements.

Common Mistakes: Students may confuse strategic purpose with operational activities or external factors like industry forces.

Explanations: Strategic purpose encompasses the fundamental elements that define an organization's identity and direction. Vision and mission provide the overarching goals and purpose, while core values guide the ethical and cultural framework. Objectives and strategy statements translate these into actionable plans and goals. These components together form the strategic purpose, which is distinct from operational effectiveness or external industry forces.

Option Analysis:

Option A: Macro-Shocks and industry forces are external factors that influence strategy but do not constitute the strategic purpose itself.
Option B: Crossing borders and new ventures are strategic actions that may be part of a strategy but do not define the strategic purpose.
Option C: Growth, profitability, operational effectiveness, and long-term investments are strategic goals and outcomes, not the foundational elements of strategic purpose.
Option D: Vision, mission, core values, objectives, and strategy statements are the core components that define the strategic purpose of an organization.

Mnemonic: VMCOS: Vision, Mission, Core Values, Objectives, Strategy Statements

1299. ..... is the process of moving jobs closer to one's home country.

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

Exam Relevance: MBA, Business Management, International Business

Difficulty: Moderate

Concept notes: Nearshoring is the process of moving jobs to a nearby country, often within the same region, to reduce the distance and associated costs compared to offshoring.

Common Mistakes: Students may confuse nearshoring with offshoring, which involves moving jobs to a distant country, often in a different continent.

Explanations: Nearshoring involves relocating jobs to a nearby country, often within the same region, to minimize the distance and associated costs. This is in contrast to offshoring, which involves moving jobs to a distant country, often in a different continent. Nearshoring can help companies maintain closer proximity to their home market, reducing travel and communication costs, and potentially mitigating cultural and language barriers.

Option Analysis:

Option A: Nearshoring is the correct term for moving jobs to a nearby country.
Option B: Outsourcing refers to contracting work to external providers, not necessarily involving geographical relocation.
Option C: Offshoring involves moving jobs to a distant country, often in a different continent.
Option D: Downsizing involves reducing the size of a company, not relocating jobs.

Mnemonic: Near = Nearby, Shore = Country

1300. Which of the following best describes the first step in a performance analysis?

Correct Answer: Correct answer is: (A) Comparing a person's actual performance to the ideal performance.

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

Difficulty: Moderate

Concept notes: Performance analysis typically begins with a comparison of actual performance against an established standard or ideal performance.

Common Mistakes: Students may confuse the first step with evaluating supervisor reviews or conducting assessments, which are subsequent steps in the process.

Explanations: The first step in performance analysis involves comparing an individual's actual performance to the ideal or expected performance. This comparison helps identify any gaps or discrepancies that need to be addressed. It is a foundational step that sets the stage for further analysis and improvement.

Option Analysis:

Option A: Correct. This is the first step in performance analysis, as it establishes a baseline for comparison.
Option B: Incorrect. Investigating employee-related customer complaints is a specific action that may occur later in the process, not the initial step.
Option C: Incorrect. Evaluating supervisor performance reviews is a subsequent step that follows the initial comparison of actual to ideal performance.
Option D: Incorrect. Conducting job knowledge assessments is another step that may occur later in the process, not the first step.

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Human Resource Management MCQ - Set 130

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