Human Resource Management MCQ

1361. Which of the following is not a categorization used to describe multinational firm's top executives?

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

Exam Relevance: MBA exams, International Business exams, Global Management exams

Difficulty: Moderate

Concept notes: The categorization of multinational firm's top executives is typically described using ethnocentric, polycentric, and geocentric approaches. These terms refer to different perspectives on staffing and management strategies.

Common Mistakes: Students may confuse "egocentric" with "ethnocentric" as both terms start with "e" and relate to a focus on a particular perspective.

Explanations: Ethnocentric, polycentric, and geocentric are the recognized categories used to describe multinational firm's top executives. Ethnocentric executives prefer to staff key positions with home-country nationals. Polycentric executives believe in staffing based on the best talent available in the host country. Geocentric executives take a global perspective, selecting the best talent from anywhere in the world. "Egocentric" is not a recognized category in this context.

Option Analysis:

Option A: Ethnocentric is a recognized category, focusing on home-country nationals.
Option B: Polycentric is a recognized category, focusing on host-country nationals.
Option C: Geocentric is a recognized category, focusing on global talent.
Option D: Egocentric is not a recognized category in the context of multinational firm's top executives.

Mnemonic: E-P-G: Ethnocentric, Polycentric, Geocentric

1362. A manager returned from US Subsidiary after a period of 3 months to his source location of UK Subsidiary.Which is the option a Human Resource representative should exercise to re-instate the managers records in the source legal employer?

Correct Answer: Correct answer is: (D) Initiate the End Global Temporary Assignment action and specify a return date. The global temporary assignment is terminated and the assignment's in the source legal employer are reinstated automatically on the return date.

Exam Relevance: HR Certification Exams, Global Mobility Exams

Difficulty: Moderate

Concept notes: The correct answer involves the proper HR process for re-instituting an employee's records after a temporary assignment.

Common Mistakes: Students may mistakenly believe that simply entering the return date will automatically reinstate the record, or that a new assignment needs to be created.

Explanations: The correct process for re-instituting an employee's records after a temporary assignment involves initiating the End Global Temporary Assignment action. This action terminates the temporary assignment and automatically reinstates the employee's records in the source legal employer on the specified return date. This ensures that the employee's records are accurately updated and reflects the correct status in the HR system.

Option Analysis:

Option A: Entering the return date alone does not automatically reinstate the record. This option overlooks the necessary HR process.
Option B: Creating another assignment is not the correct procedure for reinstating the record. This would create redundancy and potential inaccuracies in the HR system.
Option C: Deploying a Descriptive Flexfield to capture the return date is not a standard HR procedure for reinstating records. This option is irrelevant to the correct process.
Option D: This option correctly identifies the End Global Temporary Assignment action as the appropriate method to reinstate the employee's records in the source legal employer.

Mnemonic: End G.T.A. for return

1363. Selection means

Correct Answer: Correct answer is: (D) None of the above.

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

Difficulty: Easy

Concept notes: Selection in the context of human resources and recruitment refers to the process of choosing the most suitable candidates from a pool of applicants. It involves multiple steps including screening, interviewing, and evaluating candidates.

Common Mistakes: Students often confuse selection with a single step like elimination or testing, but it is a comprehensive process.

Explanations: Selection is a broader process that encompasses various activities such as screening, interviewing, and evaluating candidates. It is not limited to just one activity like elimination, testing, or recruitment. Therefore, the correct answer is "None of the above."

Option Analysis:

Option A: Elimination is a part of the selection process but does not encompass the entire process.
Option B: Testing is also a part of the selection process but does not cover all aspects of selection.
Option C: Recruitment is the process of attracting and hiring candidates, which is a step before selection.
Option D: None of the above is correct because selection is a comprehensive process that includes multiple steps.

1364. An appraisal method that involves input from multiple parties within the firm and from external sources is known as:

Correct Answer: Correct answer is: (B) 360˚ feedback.

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

Difficulty: Moderate

Concept notes: 360˚ feedback is a comprehensive appraisal method that gathers input from multiple sources, including peers, subordinates, supervisors, and sometimes external stakeholders.

Common Mistakes: Students may confuse 360˚ feedback with other appraisal methods that only involve a single source of input, such as a supervisor or a self-assessment.

Explanations: 360˚ feedback is the correct answer because it involves collecting performance evaluations from various perspectives within and sometimes outside the organization. This method aims to provide a holistic view of an employee's performance, incorporating feedback from multiple parties, including peers, subordinates, supervisors, and external sources. This comprehensive approach helps in identifying strengths and areas for improvement from different viewpoints, making it distinct from other appraisal methods that rely on a single source of input.

Option Analysis:

Option A: Rating scale is a method where performance is rated on a predefined scale, typically by a single evaluator, usually a supervisor. It does not involve multiple parties or external sources.
Option B: 360˚ feedback involves input from multiple parties within the firm and from external sources, making it the correct answer.
Option C: Critical incident method focuses on specific instances of effective or ineffective behavior, typically documented by a supervisor or manager, and does not involve multiple parties or external sources.
Option D: Paired comparison involves comparing employees against each other, usually by a single evaluator, and does not involve multiple parties or external sources.

Mnemonic: 360˚: All Around Feedback

1365. Which recruitment method is better in terms of cost effeciency?

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

Exam Relevance: HR Management, Organizational Behavior, Business Administration

Difficulty: Moderate

Concept notes: Internal recruitment involves hiring employees from within the organization, which can be more cost-effective compared to external recruitment.

Common Mistakes: Students may mistakenly believe that external recruitment is more cost-effective due to the perception that internal recruitment involves more complex processes.

Explanations: Internal recruitment is generally more cost-effective because it reduces the need for advertising, external recruitment agencies, and extensive background checks. Additionally, internal candidates are already familiar with the company culture and processes, which can lead to quicker integration and lower training costs.

Option Analysis:

Option A: Internal recruitment is cost-effective due to reduced advertising and training costs.
Option B: External recruitment involves higher costs due to advertising and background checks.
Option C: Advertising is a component of external recruitment and can be costly.
Option D: This option is incorrect as internal recruitment is indeed more cost-effective.

1366. 'Hay consulting firm' emphasizes compensable factors such as

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

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

Difficulty: Moderate

Concept notes: The 'Hay consulting firm' emphasizes compensable factors that are crucial for determining fair compensation in a professional setting. Among these factors, accountability is highlighted as a key element.

Common Mistakes: Students often confuse accountability with responsibility, but accountability specifically refers to the obligation to account for one's actions and decisions.

Explanations: The Hay consulting firm's framework for compensation includes several factors, but accountability stands out as a critical component. Accountability involves being answerable for one's actions and decisions, which is a significant aspect of professional roles and responsibilities. This factor is essential in evaluating the level of trust and reliability an employee brings to their position, making it a key compensable factor.

Option Analysis:

Option A: Skills are important but not the primary focus of the Hay framework for compensation.
Option B: Efforts and responsibility are considered, but they are not the most emphasized factor in the Hay framework.
Option C: Knowledge is valuable, but it is not the primary compensable factor highlighted by the Hay consulting firm.
Option D: Accountability is the correct answer as it is a key compensable factor in the Hay framework, reflecting the obligation to account for one's actions and decisions.

Mnemonic: A: Accountable, Answerable, Actions

1367. Working with a different company on the same projects

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

Exam Relevance: Project Management Professional (PMP), Certified Scrum Master (CSM), Six Sigma

Difficulty: Moderate

Concept notes: Collaborating involves working together with others, often from different organizations, to achieve a common goal.

Common Mistakes: Students may confuse collaborating with networking, which involves building professional relationships rather than working together on projects.

Explanations: Collaborating refers to the process of working with another company on the same projects, which aligns with the given scenario. This involves joint efforts, shared resources, and mutual goals, making it the most appropriate choice.

Option Analysis:

Option A: Networking involves building professional relationships and connections, not necessarily working on the same projects.
Option B: Collaborating involves working together with another company on the same projects, which fits the scenario described.
Option C: Job Analysis involves examining and documenting the tasks, duties, and responsibilities of a job, not working with another company.
Option D: Mentoring involves guiding and supporting another individual's professional development, not working on joint projects.

1368. Consider the following Statements: Managers should try to maintain a positive morale in the work environment. The primary role of the HR department is to support the strategic direction of the organisation. Without people, an organization can exist. Which of the following statement(s) is/are true?

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

Exam Relevance: MBA, HRM, Organizational Behavior

Difficulty: Moderate

Concept notes: The correct answer is based on the understanding of organizational management and human resource functions.

Common Mistakes: Students may incorrectly assume that an organization can exist without people, which is not true.

Explanations: Managers should indeed maintain positive morale in the work environment as it contributes to productivity and employee satisfaction. The primary role of the HR department is to support the strategic direction of the organization, which includes talent management, employee relations, and organizational development. The statement that an organization can exist without people is false, as people are essential for the functioning and success of any organization.

Option Analysis:

Option A: Correct, as statements 1 and 2 are true.
Option B: Incorrect, as statement 3 is false.
Option C: Incorrect, as statement 3 is false.
Option D: Incorrect, as statement 1 is true, but statement 3 is false.

1369. How can the problem of getting jobs be solved?

Correct Answer: Correct answer is: (A) People should be encouraged to be self employed.

Exam Relevance: UPSC, GRE, GMAT, Civil Services

Difficulty: Moderate

Concept notes: Encouraging self-employment can help alleviate the problem of job scarcity by creating new job opportunities and reducing dependency on traditional employment sectors.

Common Mistakes: Students may mistakenly believe that waiting for high-paying jobs is a viable solution, overlooking the potential for self-employment to create new opportunities.

Explanations: Encouraging self-employment can lead to the creation of new businesses and jobs, thereby addressing the issue of job scarcity. Self-employed individuals can start their own ventures, which can generate employment for themselves and others. This approach is more proactive and can help in diversifying the economy and reducing unemployment.

Option Analysis:

Option A: Encouraging self-employment can lead to the creation of new businesses and jobs, addressing the issue of job scarcity.
Option B: Waiting for high-paying jobs may not be a practical solution as it does not address the root cause of job scarcity.
Option C: This option is incorrect as it includes an impractical solution (waiting for high-paying jobs).
Option D: This option is incorrect as it dismisses the practical solution of encouraging self-employment.

Mnemonic: Self-Employment Solves Scarcity

1370. Which activity is to be followed after recruitment

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

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

Difficulty: Easy

Concept notes: The recruitment process involves several steps, including selection, which is the activity that follows recruitment.

Common Mistakes: Students may confuse the order of activities in the recruitment process, thinking that placement or induction comes immediately after recruitment.

Explanations: Recruitment is the process of attracting and identifying potential candidates for a job. After recruitment, the next step is selection, where candidates are evaluated and chosen based on their qualifications and fit for the role. Placement and induction occur after the selection process.

Option Analysis:

Option A: Placement is the process of assigning selected candidates to specific roles, which occurs after selection.
Option B: Selection is the process of evaluating and choosing candidates from those who have been recruited.
Option C: Induction is the process of introducing selected candidates to the organization, which occurs after selection.
Option D: Wages and salary discussions typically occur after the selection and offer process.

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Human Resource Management MCQ - Set 137

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