Human Resource Management MCQ

1461. A willful and deliberate violation of code of ethic of any organization is classified as

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

Exam Relevance: Professional ethics exams, compliance officer certification exams

Difficulty: Moderate

Concept notes: A willful and deliberate violation of the code of ethics of any organization is classified as misconduct.

Common Mistakes: Students may confuse misconduct with insubordination, which involves a refusal to obey orders or follow rules.

Explanations: Misconduct refers to intentional and deliberate actions that violate the established ethical standards or rules of an organization. This definition aligns with the description of a willful and deliberate violation of the code of ethics. The other options do not accurately describe this type of behavior.

Option Analysis:

Option A: Correct. Misconduct is the appropriate term for a willful and deliberate violation of ethical codes.
Option B: Incorrect. Lack of qualifications refers to not having the necessary skills or credentials, not a violation of ethical codes.
Option C: Incorrect. Unsatisfactory satisfaction is not a recognized term in this context and does not relate to ethical violations.
Option D: Incorrect. Insubordination refers to a refusal to obey orders or follow rules, which is different from a deliberate ethical violation.

1462. Blue collar workers often get paid on

Correct Answer: Correct answer is: (A) Time based pay.

Exam Relevance: GMAT, GRE, CFA, HR Exams

Difficulty: Easy

Concept notes: Blue collar workers are typically paid based on the time they spend working, rather than on their performance or additional bonuses.

Common Mistakes: Students may mistakenly believe that blue collar workers are often paid based on performance, which is more common in white collar jobs.

Explanations: Blue collar workers are generally compensated based on the hours they work, which is known as time-based pay. This means their earnings are directly tied to the amount of time they spend on the job, rather than the outcomes or performance metrics.

Option Analysis:

Option A: Correct. Blue collar workers are typically paid based on the time they spend working.
Option B: Incorrect. Performance-based pay is less common for blue collar workers.
Option C: Incorrect. Extra bonuses are not a primary form of compensation for blue collar workers.
Option D: Incorrect. Discounts on fares are not a typical form of compensation for blue collar workers.

Mnemonic: Time = Money

1463. Under which training method, both the technical institutes and the business organisations jointly impart training to their members?

Correct Answer: Correct answer is: (D) Internship Training.

Exam Relevance: CAT, GRE, GMAT, UPSC

Difficulty: Moderate

Concept notes: Internship training involves a collaborative approach where technical institutes and business organizations work together to provide practical training to students or trainees.

Common Mistakes: Students may confuse internship training with apprenticeship training, which is a more traditional form of on-the-job training.

Explanations: Internship training is a method where technical institutes and business organizations jointly impart training to their members. This collaborative approach ensures that trainees receive both theoretical knowledge from the institute and practical experience from the business organization. This combination helps in developing well-rounded skills and better prepares individuals for the workforce.

Option Analysis:

Option A: Induction training is typically provided by a single organization to new employees to familiarize them with the company's policies and procedures.
Option B: Apprenticeship training is a traditional form of on-the-job training where a trainee learns a trade or skill from a skilled worker over a period of time.
Option C: Vestibule training is conducted in a simulated work environment, separate from the actual workplace, to train employees in a controlled setting.
Option D: Internship training involves a collaborative approach between technical institutes and business organizations to provide practical training to students or trainees.

1464. Which is not on the job training?

Correct Answer: Correct answer is: (D) Classroom lectures.

Exam Relevance: HR Management Exams, Management Aptitude Tests, Professional Development Exams

Difficulty: Easy

Concept notes: On-the-job training refers to learning while performing actual work tasks. Classroom lectures are not considered on-the-job training as they occur outside the work environment.

Common Mistakes: Students may confuse classroom lectures with on-the-job training because both involve learning. However, the key difference is the setting and the direct application of skills.

Explanations: On-the-job training includes methods like job rotation, internships, and coaching, where employees learn by doing actual work tasks. Classroom lectures, on the other hand, are a form of off-the-job training where learning occurs in a classroom setting without direct application to work tasks.

Option Analysis:

Option A: Job rotation is a form of on-the-job training where employees are moved through different jobs to broaden their skills.
Option B: Internship is a form of on-the-job training where students or new employees gain practical experience in a real work environment.
Option C: Coaching is a form of on-the-job training where a more experienced employee guides a less experienced one.
Option D: Classroom lectures are not on-the-job training as they occur in a classroom setting and do not involve direct application of skills in a work environment.

1465. What theory proposes that employees' efforts will lead to effective performance and the employees will be rewarded for accomplishments?

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

Exam Relevance: Organizational Behavior, Human Resource Management, Psychology

Difficulty: Moderate

Concept notes: The Expectancy Theory suggests that employees are motivated to perform well when they believe their efforts will lead to effective performance, and that this performance will be rewarded.

Common Mistakes: Students may confuse Expectancy Theory with other motivation theories such as Maslow's Hierarchy of Needs or McGregor's Theory X and Y.

Explanations: The Expectancy Theory posits that motivation is influenced by the belief that effort will lead to performance, and that performance will lead to rewards. This aligns with the statement that employees' efforts will lead to effective performance and subsequent rewards.

Option Analysis:

Option A: Conditional reinforcement is not directly related to the concept of effort leading to performance and rewards.
Option B: Maslow's Hierarchy of Needs focuses on a hierarchy of human needs rather than the relationship between effort, performance, and rewards.
Option C: McGregor's Theory X and Y discusses management styles and employee motivation but does not specifically address the relationship between effort, performance, and rewards.
Option D: Expectancy Theory directly addresses the relationship between effort, performance, and rewards, making it the correct answer.

Mnemonic: EPR: Effort, Performance, Reward

1466. The procedure for communicating to employees the fact that job openings exist is known as .....

Correct Answer: Correct answer is: (C) Job posting.

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

Difficulty: Easy

Concept notes: Job posting is the process of informing employees about available job openings within an organization.

Common Mistakes: Students may confuse job posting with job bidding, which involves employees competing for open positions.

Explanations: Job posting is the procedure used to communicate to employees that job openings exist. It typically involves placing notices or announcements about available positions, allowing interested employees to apply. This method ensures transparency and equal opportunity for all employees to learn about and apply for new roles.

Option Analysis:

Option A: Job bidding involves employees competing for open positions, which is not the same as communicating the existence of job openings.
Option B: A skills inventory is a record of employees' skills and qualifications, not a method for communicating job openings.
Option C: Job posting is the correct procedure for informing employees about available job openings.
Option D: Job analysis involves examining the duties and responsibilities of a job, not communicating job openings to employees.

1467. This allows employees some choice in how their work days and work hours are arranged.

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

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

Difficulty: Moderate

Concept notes: Flextime is a work schedule that allows employees to choose their work hours within a set framework, providing flexibility in how they arrange their workday.

Common Mistakes: Students may confuse flextime with other flexible work arrangements like flexspace, which focuses on the physical workspace rather than work hours.

Explanations: Flextime allows employees to have some choice in how their work days and work hours are arranged. This concept directly matches the description provided in the question, as it emphasizes the flexibility in scheduling work hours.

Option Analysis:

Option A: Flexspace refers to flexible workspaces, not work hours.
Option B: Personal time typically refers to breaks or vacation time, not flexible scheduling.
Option C: Family leave is a specific type of leave for family-related reasons, not a flexible work schedule.
Option D: Flextime allows employees to choose their work hours within a set framework, matching the description in the question.

1468. ..... is the personnel activity by means of which the enterprise determines the extent to which the employee is performing the job effectively.

Correct Answer: Correct answer is: (C) Performance evaluation.

Exam Relevance: HRM exams, Management exams, MBA exams

Difficulty: Moderate

Concept notes: Performance evaluation is the process of assessing how well employees are performing their jobs.

Common Mistakes: Students may confuse performance evaluation with job evaluation, which assesses the relative worth of jobs rather than individual performance.

Explanations: Performance evaluation focuses on determining the extent to which an employee is effectively performing their job. This process involves assessing the employee's work output, behavior, and overall contribution to the organization. It is a critical personnel activity that helps in identifying areas for improvement and recognizing outstanding performance.

Option Analysis:

Option A: Job evaluation assesses the relative worth of jobs, not individual performance.
Option B: Work evaluation is not a standard term in human resource management.
Option C: Performance evaluation is the correct term for assessing employee job performance.
Option D: None of the above is incorrect as performance evaluation is a valid term.

1469. ..... is included in Internal Source of Recruitment.

Correct Answer: Correct answer is: (C) Both of the these.

Exam Relevance: HR Management, Organizational Behavior, Business Management

Difficulty: Moderate

Concept notes: Internal sources of recruitment include methods where the organization promotes or transfers existing employees to fill new positions.

Common Mistakes: Students may mistakenly believe that only one of the options (promotion or transfer) is an internal source, not recognizing that both are valid methods.

Explanations: Promotion involves moving an employee to a higher position within the same organization, while transfer involves moving an employee to a different position within the same organization. Both methods are considered internal sources of recruitment because they involve using existing employees to fill new roles, rather than seeking candidates from outside the organization.

Option Analysis:

Option A: Promotion is indeed an internal source of recruitment, but it is not the only one.
Option B: Transfer is also an internal source of recruitment, but it is not the only one.
Option C: Both promotion and transfer are internal sources of recruitment, making this the correct answer.
Option D: This option is incorrect as both promotion and transfer are valid internal sources.

Mnemonic: PROMOTE TRANSFER = P.T. (Promotion and Transfer)

1470. Why should People be employed ?

Correct Answer: Correct answer is: (B) To be respected in the society.

Exam Relevance: GRE, GMAT, Civil Services Exam

Difficulty: Easy

Concept notes: Employment is often associated with respect in society as it provides individuals with a sense of purpose, financial stability, and social recognition.

Common Mistakes: Students may mistakenly believe that employment is solely for financial gain, overlooking the social and psychological benefits.

Explanations: People are employed to be respected in the society because employment provides individuals with a sense of purpose and financial stability, which are key factors in gaining social recognition and respect. Employment allows individuals to contribute to society, which in turn fosters a sense of belonging and respect from others.

Option Analysis:

Option A: Being rejected in society is not a positive outcome and does not align with the purpose of employment.
Option B: Employment often leads to respect in society due to the contributions and stability it provides.
Option C: This option is incorrect as it includes an invalid choice (A).
Option D: This option is incorrect as it excludes the valid choice (B).

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Human Resource Management MCQ - Set 147

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