Human Resource Management MCQ

1321. .....is a process that systematically surveys and interprets relevant data to identify external opportunities and threats

Correct Answer: Correct answer is: (A) Environmental scanning.

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

Difficulty: Moderate

Concept notes: Environmental scanning is a process that involves systematically gathering and analyzing information about external factors that can impact an organization.

Common Mistakes: Students may confuse environmental scanning with other organizational processes such as job rotation or orientation training, which do not involve external data analysis.

Explanations: Environmental scanning involves the systematic survey and interpretation of relevant data to identify external opportunities and threats. This process helps organizations understand their competitive environment and make informed strategic decisions. Job rotation and orientation training, on the other hand, are internal processes focused on employee development and do not involve external data analysis.

Option Analysis:

Option A: Correct. Environmental scanning involves the systematic survey and interpretation of relevant data to identify external opportunities and threats.
Option B: Incorrect. Job rotation is a process where employees are moved between different jobs to broaden their experience and skills, not to analyze external data.
Option C: Incorrect. Orientation training is the process of introducing new employees to the organization's culture, policies, and procedures, not to analyze external data.
Option D: Incorrect. This option is not applicable as the correct answer is provided in option A.

1322. Which of the following is not one of main objectives of HR management?

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

Exam Relevance: HRM exams, Management exams, Business exams

Difficulty: Moderate

Concept notes: HR management focuses on activities that contribute to the overall productivity and compliance of the organization. Termination, while a part of HR activities, is not considered a primary objective.

Common Mistakes: Students may mistakenly believe that termination is a core objective of HR management because it is a necessary function within HR.

Explanations: HR management's main objectives include ensuring productivity, implementing policies and procedures for compliance, and selecting and recruiting employees. Termination, although an HR function, is more of a reactive measure rather than a proactive objective. The primary focus of HR is to maintain a productive and compliant workforce, which includes hiring and maintaining employees, not terminating them.

Option Analysis:

Option A: Ensuring productivity is a core objective of HR management as it aims to maintain a high-performing workforce.
Option B: Implementation of policies and procedures to ensure compliance with legislation is a key objective to avoid legal issues and maintain a safe work environment.
Option C: Selection and recruitment are essential objectives to bring in the right talent and maintain a skilled workforce.
Option D: Termination is not a primary objective but rather a function that may be necessary in certain circumstances.

1323. Below are the problems caused by shift works EXCEPT .....

Correct Answer: Correct answer is: (A) Increase in health.

Exam Relevance: Occupational Health, Public Health, Psychology

Difficulty: Easy

Concept notes: Shift work is often associated with negative health outcomes, increased costs, and psychological stress. The correct answer identifies the exception to these negative effects.

Common Mistakes: Students may mistakenly believe that shift work universally has negative impacts, overlooking the possibility of positive outcomes in certain contexts.

Explanations: Shift work is typically linked to various health issues, increased costs due to healthcare and productivity losses, and psychological stress. The option "Increase in health" is the only one that does not align with the common negative impacts of shift work. Therefore, it is the correct answer as it is the exception.

Option Analysis:

Option A: Increase in health is the correct answer as it is the exception to the negative impacts of shift work.
Option B: Women and night work is a known issue related to shift work, often associated with health and safety concerns.
Option C: Increase in cost is a common consequence of shift work due to healthcare expenses and reduced productivity.
Option D: Stress and psychological problems are well-documented negative effects of shift work.

1324. Which of the following is NOT a task of the Human Resource Planning?

Correct Answer: Correct answer is: (C) Payment of wages or salaries.

Exam Relevance: HR Management Exams, MBA Exams, Management Competency Tests

Difficulty: Moderate

Concept notes: Human Resource Planning (HRP) involves forecasting and ensuring the availability of the right number of employees with the right skills at the right time. It includes tasks such as recruitment, retention, and dismissal, but does not typically include the payment of wages or salaries, which is more related to payroll management.

Common Mistakes: Students may confuse payroll management with HR planning, as both are related to employee management.

Explanations: Human Resource Planning (HRP) focuses on strategic workforce management, including recruitment, retention, and dismissal. Payment of wages or salaries is a function of payroll management, which is a separate process that deals with the financial aspects of compensating employees. Therefore, payment of wages or salaries is not a task of HRP.

Option Analysis:

Option A: Recruitment is a core task of HRP, as it involves attracting and selecting suitable candidates for job positions.
Option B: Retention is also a key task of HRP, as it involves strategies to keep employees motivated and committed to the organization.
Option C: Payment of wages or salaries is not a task of HRP, as it is more related to payroll management.
Option D: Dismissal is a task of HRP, as it involves managing the termination of employment relationships.

1325. Introducing a new employee to the organisation is

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

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

Difficulty: Easy

Concept notes: Inducting is the process of introducing a new employee to the organization, its culture, policies, and procedures.

Common Mistakes: Students may confuse inducting with recruiting, which is the process of finding and attracting potential employees.

Explanations: Inducting is the correct term for introducing a new employee to the organization. It involves familiarizing the new employee with the company's culture, policies, and procedures, as well as their role and responsibilities. This process helps the new employee integrate smoothly into the organization.

Option Analysis:

Option A: Selection is the process of choosing the most suitable candidate from a pool of applicants, not introducing them to the organization.
Option B: Inducting is the process of introducing a new employee to the organization, making it the correct answer.
Option C: Recruiting is the process of attracting and selecting potential employees, not introducing them to the organization.
Option D: Training is the process of teaching new skills or knowledge to employees, not introducing them to the organization.

1326. People should be regarded as assets rather than variable costs was emphasised in

Correct Answer: Correct answer is: (D) Human Resource Management.

Exam Relevance: MBA, HR Certification Exams, Public Administration Exams

Difficulty: Moderate

Concept notes: Human Resource Management (HRM) emphasizes the importance of employees as valuable assets to an organization, rather than merely viewing them as variable costs.

Common Mistakes: Students may confuse HRM with Personnel Management, which traditionally focuses more on administrative tasks rather than strategic asset management.

Explanations: Human Resource Management (HRM) evolved from Personnel Management by placing greater emphasis on strategic planning and viewing employees as assets that contribute to the organization's success. This shift in perspective recognizes the value of human capital and the importance of investing in employee development and well-being. In contrast, earlier approaches like Personnel Administration and Management focused more on administrative tasks and treating employees as variable costs.

Option Analysis:

Option A: Public Administration deals with the management of public sector organizations and does not specifically emphasize the strategic value of employees as assets.
Option B: Personnel Administration focuses on the administrative aspects of managing employees, such as hiring, firing, and benefits, without the strategic emphasis on viewing employees as assets.
Option C: Personnel Management is an older term that primarily focuses on the administrative functions of managing employees, rather than the strategic value of human capital.
Option D: Human Resource Management (HRM) places a strong emphasis on viewing employees as valuable assets and strategic resources, aligning with the concept of treating employees as assets rather than variable costs.

Mnemonic: HRM: Human Resources as Management's Most Valuable Assets

1327. The methods used to give new or present employees the skills they need to perform their jobs are called

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

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

Difficulty: Easy

Concept notes: Training refers to the methods used to provide employees with the skills and knowledge necessary to perform their jobs effectively.

Common Mistakes: Students may confuse training with orientation, which is a broader introduction to the company and its culture, rather than job-specific skills.

Explanations: Training is specifically designed to equip employees with the skills and knowledge required for their job roles. It focuses on practical, job-related skills and is essential for improving job performance. Orientation, on the other hand, is a broader introduction to the company and its culture, and development typically refers to long-term career growth and advancement. Appraisal is the process of evaluating an employee's performance.

Option Analysis:

Option A: Orientation is a general introduction to the company and its culture, not job-specific skills.
Option B: Training is the correct term for methods used to provide job-specific skills and knowledge.
Option C: Development focuses on long-term career growth and advancement, not immediate job skills.
Option D: Appraisal is the process of evaluating employee performance, not providing skills.

1328. The first step in organizing a training program is

Correct Answer: Correct answer is: (B) Identify training needs.

Exam Relevance: HR Certification Exams, Project Management Professional (PMP), Training and Development Exams

Difficulty: Easy

Concept notes: Identifying training needs is the foundational step in organizing a training program. It involves assessing the current skills and knowledge gaps of the trainees to determine what training is required.

Common Mistakes: Students may mistakenly believe that setting learning objectives is the first step, as objectives are often seen as the starting point in many educational contexts.

Explanations: Identifying training needs is the initial step because it helps in understanding the specific areas where the trainees require improvement. This step ensures that the training program is tailored to the actual needs of the participants, making the training more effective and relevant.

Option Analysis:

Option A: Setting learning objectives is important but comes after identifying the training needs. Objectives are derived from the identified needs.
Option B: Identifying training needs is the correct first step as it sets the foundation for the entire training program.
Option C: Designing the program is a subsequent step that follows the identification of training needs and setting of learning objectives.
Option D: Evaluating the program is a final step to assess the effectiveness of the training after it has been implemented.

Mnemonic: Needs First, Objectives Next

1329. The ..... and the job applicant are interrelated at each step in the selection procedure.

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

Exam Relevance: HRM exams, Management exams, Recruitment and Selection exams

Difficulty: Moderate

Concept notes: Job specification outlines the qualifications, skills, and responsibilities required for a job. It is a critical document that guides the selection process and is interrelated with the job applicant at each step.

Common Mistakes: Students may confuse job specification with job evaluation, which focuses on assessing the worth of a job rather than the qualifications of the applicant.

Explanations: Job specification is interrelated with the job applicant at each step of the selection procedure because it defines the criteria against which the applicant is evaluated. The job specification guides the recruitment process, including the creation of job advertisements, screening of resumes, and conducting interviews. It ensures that the applicant's qualifications and skills match the job requirements.

Option Analysis:

Option A: Correct. Job specification is interrelated with the job applicant at each step of the selection procedure.
Option B: Incorrect. Job evaluation assesses the worth of a job, not the qualifications of the applicant.
Option C: Incorrect. Only job specification is interrelated with the job applicant at each step.
Option D: Incorrect. There is a correct answer among the options.

1330. 'quality circles' is an example of

Correct Answer: Correct answer is: (B) Techno structural interventions.

Exam Relevance: MBA, HRM, Organizational Behavior

Difficulty: Moderate

Concept notes: Quality circles are a form of techno structural intervention, which involves changes to the technical and structural aspects of an organization to improve efficiency and productivity.

Common Mistakes: Students may confuse quality circles with human process interventions, which focus more on improving interpersonal relationships and communication within the organization.

Explanations: Quality circles involve small groups of employees who meet regularly to identify and solve work-related problems. This approach is categorized under techno structural interventions because it aims to improve the technical and structural processes within the organization. The focus is on enhancing the work environment and processes, rather than on human relations or strategic planning.

Option Analysis:

Option A: Human process interventions focus on improving interpersonal relationships and communication, not on technical or structural changes.
Option B: Techno structural interventions involve changes to the technical and structural aspects of an organization, which aligns with the concept of quality circles.
Option C: Strategic interventions involve high-level planning and decision-making, not the specific process improvements that quality circles aim to achieve.
Option D: HRM interventions focus on human resource management practices, such as recruitment and training, rather than on process improvements.

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Human Resource Management MCQ - Set 133

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