Human Resource Management MCQ

1381. Why wages are important to employees?

Correct Answer: Correct answer is: (A) Standard of living.

Exam Relevance: GMAT, GRE, MBA entrance exams

Difficulty: Easy

Concept notes: Wages are crucial for employees as they directly impact their standard of living.

Common Mistakes: Students may confuse the importance of wages with business competitiveness or cost of production, which are more relevant to employers.

Explanations: Wages are important to employees because they determine the financial resources available to meet their basic needs, such as food, housing, and healthcare. Higher wages enable employees to maintain a better standard of living, which includes access to better quality goods and services, improved health, and overall well-being. This directly affects their quality of life and ability to support themselves and their families.

Option Analysis:

Option A: Correct. Wages are crucial for employees as they directly impact their standard of living.
Option B: Incorrect. Competitiveness of business is more relevant to employers and the market position of the company.
Option C: Incorrect. Cost of production is a concern for employers and affects the pricing of goods and services, not the employees directly.
Option D: Incorrect. Legal requirements are important but do not directly address the primary reason wages are important to employees.

Mnemonic: Wages = Wealth, Well-being, Welfare

1382. What are measures of HR performance?

Correct Answer: Correct answer is: (C) Human capital metrics.

Exam Relevance: SHRM-CP, SHRM-SCP, HR Certification Institute (HRCI) exams

Difficulty: Moderate

Concept notes: Human capital metrics are quantitative measures used to evaluate the performance and effectiveness of human resources within an organization.

Common Mistakes: Students may confuse human capital metrics with broader HR performance measures, which can include a wider range of qualitative and quantitative indicators.

Explanations: Human capital metrics specifically focus on quantifiable data related to the workforce, such as employee productivity, turnover rates, and training effectiveness. These metrics provide a clear and measurable way to assess the impact of HR strategies and initiatives on organizational performance. By using these metrics, organizations can make data-driven decisions to improve their human capital management practices.

Option Analysis:

Option A: HR performance measures are a broader category that includes human capital metrics but also encompasses other qualitative and quantitative indicators.
Option B: Human capital management refers to the overall strategy and practices for managing the workforce, not specifically the metrics used to measure performance.
Option C: Human capital metrics are the specific quantitative measures used to evaluate the performance and effectiveness of human resources.
Option D: Strategic measurement is a general term that can apply to various aspects of business strategy, not specifically to HR performance.

Mnemonic: HCM: Human Capital Metrics

1383. Worker whose job involves physical labor.

Correct Answer: Correct answer is: (B) Blue-collar worker.

Exam Relevance: GRE, GMAT, Civil Service Exams

Difficulty: Easy

Concept notes: Blue-collar workers are typically involved in manual labor and physical work, often in industries such as manufacturing, construction, and maintenance.

Common Mistakes: Students may confuse blue-collar workers with white-collar workers, who typically perform office-based, non-manual work.

Explanations: The term "blue-collar worker" refers to individuals whose jobs involve physical labor. This includes workers in industries such as construction, manufacturing, and maintenance. The term "white-collar worker" is used for those who perform office-based, non-manual work. Therefore, the correct answer is blue-collar worker.

Option Analysis:

Option A: White-collar workers typically perform office-based, non-manual work, which does not fit the description of physical labor.
Option B: Blue-collar workers are involved in manual labor and physical work, fitting the description provided in the question.
Option C: This option is incorrect because only one of the options fits the description of physical labor.
Option D: This option is incorrect because one of the options (B) correctly describes a worker involved in physical labor.

Mnemonic: Blue for manual, white for office.

1384. The Michigan Model emphasis the following functions and their inter-relates.

Correct Answer: Correct answer is: (D) Selection, appraisal, rewards and human resource development.

Exam Relevance: HRM Exams, MBA Exams, Management Exams

Difficulty: Moderate

Concept notes: The Michigan Model of Human Resource Management emphasizes the interrelation of key functions in human resource management.

Common Mistakes: Students may confuse the Michigan Model with other models that focus on different aspects of HR management.

Explanations: The Michigan Model of Human Resource Management focuses on the interrelation of selection, appraisal, rewards, and human resource development. These functions are interconnected and collectively contribute to the effectiveness of human resource management. Selection involves choosing the right candidates, appraisal evaluates their performance, rewards provide incentives, and human resource development focuses on training and development to enhance employee skills and capabilities.

Option Analysis:

Option A: This option includes selection, recruitment, induction, and promotions, which are not the primary focus of the Michigan Model.
Option B: This option includes appraisal, rewards, promotions, and retention, which are not the complete set of functions emphasized by the Michigan Model.
Option C: This option includes selection, recruitment, rewards, and promotion, which are not the complete set of functions emphasized by the Michigan Model.
Option D: This option correctly identifies the functions emphasized by the Michigan Model: selection, appraisal, rewards, and human resource development.

Mnemonic: SARD: Selection, Appraisal, Rewards, Development

1385. Providing continuous learning, training and help to employees for expansion of horizon is

Correct Answer: Correct answer is: (C) Lifelong learning.

Exam Relevance: GRE, GMAT, TOEFL, IELTS

Difficulty: Moderate

Concept notes: Lifelong learning refers to the continuous process of acquiring knowledge, developing competencies, and enhancing skills throughout one's life. It emphasizes the importance of ongoing education and personal development.

Common Mistakes: Students may confuse lifelong learning with job training, which is more specific to job-related skills and knowledge.

Explanations: Lifelong learning encompasses the continuous process of acquiring knowledge and skills throughout one's life, which aligns with the concept of providing continuous learning, training, and help to employees for the expansion of their horizons. This approach is broader than job-specific training and includes personal and professional development.

Option Analysis:

Option A: Job rotation involves moving employees through different jobs to broaden their experience, but it does not encompass continuous learning and development.
Option B: Job training focuses on specific skills needed for a particular job, which is more limited in scope compared to lifelong learning.
Option C: Lifelong learning is the correct answer as it involves continuous education and personal development, which aligns with the concept of providing ongoing learning and training to employees.
Option D: Programmed learning is a method of self-paced instruction using a structured sequence of steps, which is more specific and does not cover the broader concept of continuous learning and development.

1386. When is the " Learner's day" celebrated in the Bank

Correct Answer: Correct answer is: (D) 21 st Nov.

Exam Relevance: Bank PO, Bank Clerk, Competitive exams

Difficulty: Very Easy

Concept notes: The "Learner's day" in the Bank is celebrated on a specific date.

Common Mistakes: Students may confuse the date with other important dates in the banking calendar.

Explanations: The "Learner's day" in the Bank is celebrated on 21st November. This is a fixed date and does not change annually.

Option Analysis:

Option A: 21st June is incorrect as it does not align with the official date for "Learner's day" in the Bank.
Option B: 14th September is incorrect as it does not align with the official date for "Learner's day" in the Bank.
Option C: 23rd October is incorrect as it does not align with the official date for "Learner's day" in the Bank.
Option D: 21st November is the correct date for "Learner's day" in the Bank.

1387. Which of the following is not a tripartite body?

Correct Answer: Correct answer is: (C) Works Committee.

Exam Relevance: UPSC, SSC, Banking Exams, MBA Entrance Exams

Difficulty: Moderate

Concept notes: Tripartite bodies involve representatives from the government, employers, and workers. Works Committees, on the other hand, are typically composed of representatives from the employer and the workers, without direct government involvement.

Common Mistakes: Students may confuse Works Committees with tripartite bodies because both involve worker and employer representation. However, the key difference is the absence of government representation in Works Committees.

Explanations: Tripartite bodies, such as the ILO and Indian Labour Conference, include representatives from the government, employers, and workers. Wage Boards also involve government, employer, and worker representatives. Works Committees, however, are composed of representatives from the employer and workers only, making them a bipartite body rather than a tripartite one.

Option Analysis:

Option A: ILO (International Labour Organization) is a tripartite body involving government, employers, and workers.
Option B: Wage Boards are tripartite bodies that include representatives from the government, employers, and workers.
Option C: Works Committees are bipartite bodies involving only employer and worker representatives, not government.
Option D: Indian Labour Conference is a tripartite body involving government, employers, and workers.

Mnemonic: Tripartite: G-E-W (Government-Employer-Worker)

1388. The MOST common causes of conflict on a project are schedules, project priorities, and:

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

Exam Relevance: PMP, PRINCE2, CAPM

Difficulty: Moderate

Concept notes: Project conflicts often arise due to limited availability of resources, which can lead to competition among team members or departments.

Common Mistakes: Students may overlook the importance of resource allocation and assume that personality conflicts are the primary source of project issues.

Explanations: In project management, conflicts frequently stem from the scarcity of resources such as personnel, equipment, and materials. When resources are limited, team members may compete for them, leading to disagreements and conflicts. This makes resource allocation a critical aspect of project management and a common source of conflict.

Option Analysis:

Option A: Personality conflicts can occur, but they are not the most common cause of project conflicts.
Option B: Resource scarcity is a frequent cause of project conflicts due to competition and limited availability.
Option C: Cost issues can cause conflicts, but they are not as prevalent as resource conflicts.
Option D: Management issues can lead to conflicts, but they are not the most common cause.

Mnemonic: RSC: Resources, Schedules, Conflicts

1389. An IT company's consulting department based in Bangalore goes for two team outing events every year. However, the support department, also based in Bangalore, goes (or four team outing events every year. All employees in these departments go for the respective team outing events.How should you define the calendar events'?

Correct Answer: Correct answer is: (D) Use Organization Hierarchy as the Hierarchy type for the calendar event.

Exam Relevance: Project Management Professional (PMP), Certified Scrum Master (CSM), ITIL Foundation

Difficulty: Moderate

Concept notes: The Organization Hierarchy is the most appropriate choice for defining calendar events that are specific to different departments within the same company.

Common Mistakes: Students may mistakenly choose Line Manager Hierarchy, assuming it is the most direct way to manage events for specific teams.

Explanations: The Organization Hierarchy allows for the definition of events that are specific to different departments within the same company. In this case, the consulting and support departments have different numbers of team outing events. Using the Organization Hierarchy ensures that the events are correctly associated with the respective departments, regardless of their geographical location or reporting structure. This approach aligns with the organizational structure and ensures that all employees in the respective departments are correctly notified and included in the events.

Option Analysis:

Option A: Project Manager Hierarchy is not suitable as it would be more relevant for project-specific events rather than departmental events.
Option B: Line Manager Hierarchy is too specific and would not cover all employees in the respective departments uniformly.
Option C: Geographic Hierarchy is not appropriate since the events are not based on location but on departmental structure.
Option D: Organization Hierarchy is the correct choice as it aligns with the company's structure and ensures that events are correctly associated with the respective departments.

Mnemonic: ORG-HIER: Organize Hierarchically

1390. An interview conducted at the time of an employee leaving the organisation is called

Correct Answer: Correct answer is: (A) Exit interview.

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

Difficulty: Very Easy

Concept notes: An exit interview is a formal discussion conducted with an employee who is leaving an organization. It aims to gather feedback on the employee's experience and identify areas for improvement.

Common Mistakes: Students may confuse exit interviews with other types of interviews, such as feedback interviews, which are typically conducted during an employee's tenure.

Explanations: An exit interview is specifically conducted at the time of an employee's departure from the organization. It is designed to gather insights and feedback from the departing employee, which can be used to improve organizational practices and policies. This makes it distinct from other types of interviews, such as feedback interviews, which are conducted during an employee's tenure.

Option Analysis:

Option A: Correct. An exit interview is conducted when an employee is leaving the organization.
Option B: Incorrect. A feedback interview is typically conducted during an employee's tenure, not at the time of departure.
Option C: Incorrect. A convincing interview is not a standard term used in organizational settings.
Option D: Incorrect. A directed interview is not a standard term used in organizational settings.

Mnemonic: E - Exit, E - Employee, E - End

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Human Resource Management MCQ - Set 139

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