Human Resource Management MCQ

1471. Managers in a tall organisational structure will usually:

Correct Answer: Correct answer is: (D) Monitor the work of their subordinates closely.

Exam Relevance: MBA, HR Management, Organizational Behavior

Difficulty: Moderate

Concept notes: In a tall organizational structure, managers typically have a narrow span of control and closely monitor the work of their subordinates.

Common Mistakes: Students may confuse a tall organizational structure with a flat one, where managers delegate more and have a wider span of control.

Explanations: In a tall organizational structure, the hierarchy is more pronounced with multiple levels of management. This structure often leads to a narrow span of control, meaning managers oversee fewer subordinates. As a result, managers tend to monitor their subordinates closely to ensure tasks are completed according to the organization's standards and policies.

Option Analysis:

Option A: In a tall structure, managers do not typically give a lot of freedom to junior managers due to the need for close supervision.
Option B: Delegation is less frequent in a tall structure because of the need for close monitoring and control.
Option C: A wide span of control is characteristic of a flat organizational structure, not a tall one.
Option D: Managers in a tall structure closely monitor the work of their subordinates to maintain control and ensure compliance with organizational policies.

Mnemonic: Tall = Tight control

1472. Technology cannot provide the level of service that is integral to the expectations of many consumers. Even the phrase, hospitality, refers to the friendly treatment of one's guest, and this human touch must be provided by the organization's staff members.This statement is states the hospitality industry tend to be .....

Correct Answer: Correct answer is: (A) Labor intensive.

Exam Relevance: Hospitality Management, Human Resource Management, Business Administration

Difficulty: Moderate

Concept notes: The hospitality industry relies heavily on human interaction and personalized service, which requires a significant amount of labor.

Common Mistakes: Students may confuse labor intensity with other human resource management concepts such as human resource planning or revenue management.

Explanations: The statement emphasizes the importance of the human touch in providing high-quality service in the hospitality industry. This human touch is provided by staff members, indicating that the industry requires a substantial workforce to meet customer expectations. Therefore, the industry is labor intensive.

Option Analysis:

Option A: Correct. The hospitality industry requires a significant amount of labor to provide personalized service.
Option B: Incorrect. Revenue is a financial outcome, not a characteristic of labor requirements.
Option C: Incorrect. Human resource planning is a process, not a characteristic of the industry's labor needs.
Option D: Incorrect. Human resources management is a function, not a characteristic of the industry's labor needs.

1473. To become effective, the rewards scheme must be attractive to the employee because .....

Correct Answer: Correct answer is: (A) It can increase employee's motivation to achieve an organization's goals of productivity, innovation, and profitability.

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

Difficulty: Moderate

Concept notes: Rewards schemes are designed to motivate employees by aligning their personal goals with the organization's objectives.

Common Mistakes: Students may mistakenly believe that rewards schemes are solely about creating a harmonious relationship between employer and employee, rather than focusing on achieving organizational goals.

Explanations: Rewards schemes are effective when they are attractive to employees because they directly link to the organization's goals of productivity, innovation, and profitability. By motivating employees to achieve these goals, the scheme can enhance overall performance and success of the organization.

Option Analysis:

Option A: Correct. Rewards schemes that are attractive to employees can increase their motivation to achieve the organization's goals of productivity, innovation, and profitability.
Option B: Incorrect. While a harmonious relationship between employer and employee is beneficial, it is not the primary purpose of a rewards scheme.
Option C: Incorrect. Only Option A is correct.
Option D: Incorrect. Option A is correct.

1474. What are the benefits of human resource planning?

Correct Answer: Correct answer is: (D) All of the above.

Exam Relevance: HRM exams, MBA exams, Management exams

Difficulty: Moderate

Concept notes: Human resource planning involves forecasting the organization's future human resource needs and developing strategies to meet those needs. It includes activities such as recruitment, training, and workforce management.

Common Mistakes: Students may overlook the comprehensive nature of human resource planning and focus only on one aspect, such as recruitment, without considering the broader benefits.

Explanations: Human resource planning benefits the organization by achieving economy in hiring new workers, matching personnel activities with future organizational objectives efficiently, and improving the utilization of human resources. Each of these benefits contributes to the overall effectiveness and efficiency of the organization's human resource management.

Option Analysis:

Option A: Achieving economy in hiring new workers is a benefit of human resource planning as it helps in reducing unnecessary costs and ensuring the right fit for the organization.
Option B: Matching personnel activities with future organizational objectives efficiently is a key benefit as it ensures that the organization's human resources are aligned with its strategic goals.
Option C: Improving the utilization of human resources is another benefit as it ensures that the workforce is effectively utilized to meet the organization's needs.
Option D: Since all the above options are correct, the correct answer is "All of the above."

Mnemonic: HRP: E-M-I (Economy, Matching, Improvement)

1475. 'Behaving ethically' is included in

Correct Answer: Correct answer is: (A) Personal competencies.

Exam Relevance: HRM exams, Management exams, Ethics exams

Difficulty: Moderate

Concept notes: Personal competencies refer to individual traits and behaviors that contribute to one's effectiveness in various roles and situations. Behaving ethically is a key component of personal competencies as it reflects an individual's moral and ethical standards.

Common Mistakes: Students may confuse personal competencies with interpersonal competencies, which focus more on interactions with others rather than individual traits.

Explanations: Behaving ethically is a personal competency because it pertains to an individual's internal values and principles. It is not directly related to managing a business or interacting with others, which are the focuses of business management and interpersonal competencies, respectively.

Option Analysis:

Option A: Correct. Behaving ethically is a personal competency as it involves individual moral and ethical standards.
Option B: Incorrect. Interpersonal competencies focus on skills related to interacting with others, not individual ethical behavior.
Option C: Incorrect. Business management involves skills related to managing a business, not individual ethical behavior.
Option D: Incorrect. Since behaving ethically is a personal competency, it does not encompass business management.

1476. This measures an employee's performance according to set standards. It is usually conducted at the end of a project, contract or specific goal.

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

Exam Relevance: HR Management Exams, Performance Management Exams, Organizational Behavior Exams

Difficulty: Moderate

Concept notes: Summative assessment evaluates employee performance at the end of a project, contract, or specific goal, based on set standards.

Common Mistakes: Students may confuse summative assessment with formative assessment, which focuses on ongoing feedback and improvement rather than final evaluation.

Explanations: Summative assessment is conducted at the end of a project, contract, or specific goal to measure employee performance according to predefined standards. This type of assessment is used to determine the final outcome or achievement, making it the correct choice for evaluating performance at the conclusion of a specific period or task.

Option Analysis:

Option A: Self-appraisal involves employees evaluating their own performance, which is not the same as an end-of-project evaluation based on set standards.
Option B: Summative assessment is the correct choice as it evaluates performance at the end of a project or goal based on set standards.
Option C: Formative assessment provides ongoing feedback and is not focused on final evaluation, making it incorrect in this context.
Option D: 360-degree feedback involves multiple perspectives from colleagues, subordinates, and supervisors, which is not the same as a final evaluation based on set standards.

Mnemonic: S-P-E: Summative - Performance - End

1477. In employee selection, the initial screening consists of two stages. They are the:

Correct Answer: Correct answer is: (A) Employment application form and the preliminary interview.

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

Difficulty: Easy

Concept notes: The initial screening in employee selection typically involves two stages: the employment application form and the preliminary interview.

Common Mistakes: Students may confuse the initial screening stages with the final interview stages or the job advertisement process.

Explanations: The employment application form is the first step where candidates provide basic information and qualifications. The preliminary interview follows, where initial assessments are made based on the application form. These two stages are crucial for filtering out unsuitable candidates before more detailed assessments.

Option Analysis:

Option A: Correct. The employment application form and the preliminary interview are the two stages of initial screening.
Option B: Incorrect. The preliminary and final interviews are not the initial screening stages.
Option C: Incorrect. The initial advertisement is not part of the screening process.
Option D: Incorrect. The job description is not a stage in the initial screening process.

Mnemonic: App-Form, Pre-Interview

1478. All of the following are on the job training except?

Correct Answer: Correct answer is: (D) Distance learning.

Exam Relevance: GRE, GMAT, Civil Services Exam

Difficulty: Easy

Concept notes: On-the-job training involves learning while performing actual work tasks. Distance learning, however, is a form of education that takes place remotely, often through online platforms, and is not considered on-the-job training.

Common Mistakes: Students may confuse distance learning with on-the-job training if they do not understand the distinction between learning in a work environment and learning remotely.

Explanations: On-the-job training includes methods such as job rotation, mentoring, and apprenticeship, where employees learn by performing actual job tasks under supervision or guidance. Distance learning, on the other hand, involves remote education and does not involve performing actual job tasks. Therefore, distance learning is not considered on-the-job training.

Option Analysis:

Option A: Job rotation is a form of on-the-job training where employees are moved through a series of jobs to broaden their experience and skills.
Option B: Mentoring is a form of on-the-job training where a more experienced employee guides and supports a less experienced employee.
Option C: Apprenticeship is a form of on-the-job training where an individual learns a trade or profession through a combination of on-the-job training and formal education.
Option D: Distance learning is a form of education that takes place remotely and is not considered on-the-job training.

1479. When you are given the first warning, what do you do?

Correct Answer: Correct answer is: (A) Think about your behavior and self direct.

Exam Relevance: School exams, behavioral assessments

Difficulty: Easy

Concept notes: The correct response to a warning is to reflect on one's behavior and take steps to improve it.

Common Mistakes: Students may mistakenly believe that a warning is a punishment rather than an opportunity for self-reflection and improvement.

Explanations: When given a warning, the appropriate response is to think about your behavior and self-direct. This means reflecting on what you did wrong and making a conscious effort to change your behavior moving forward. This approach helps in understanding the consequences of actions and promotes personal growth.

Option Analysis:

Option A: Correct. Reflecting on behavior and self-directing is the appropriate response to a warning.
Option B: Incorrect. Filling out a form is a procedural step but does not address the core issue of self-reflection.
Option C: Incorrect. Pouting and making a big deal out of the warning is a negative reaction and does not lead to improvement.
Option D: Incorrect. Trying to explain why you should not receive a warning does not address the behavior that led to the warning.

1480. The number of subordinates a superior can effectively handle is called

Correct Answer: Correct answer is: (B) Span of control.

Exam Relevance: MBA, HRM, Management

Difficulty: Easy

Concept notes: The span of control refers to the number of subordinates a manager can effectively supervise and manage.

Common Mistakes: Students may confuse span of control with other management concepts such as span of management or span of supervision.

Explanations: The span of control is a fundamental concept in organizational structure and management. It defines the number of subordinates a manager can effectively handle. This concept is crucial for maintaining efficient communication and control within an organization. The other options do not specifically address the number of subordinates a manager can handle.

Option Analysis:

Option A: Organising people refers to the process of arranging and coordinating resources, not the number of subordinates a manager can handle.
Option B: Span of control directly refers to the number of subordinates a manager can effectively supervise.
Option C: Direction involves guiding and instructing subordinates, but does not specify the number of subordinates a manager can handle.
Option D: Coordination involves harmonizing activities among subordinates, but does not define the number of subordinates a manager can handle.

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Human Resource Management MCQ - Set 148

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