Human Resource Management MCQ

1481. Which of the following is NOT a business department mentioned in the segment?

Correct Answer: Correct answer is: (D) External relations.

Exam Relevance: GMAT, GRE, MBA entrance exams

Difficulty: Easy

Concept notes: The question asks for a business department that is not mentioned in the segment. The correct answer is "External relations" as it is not listed among the options provided.

Common Mistakes: Students might mistakenly choose an option that is commonly associated with business departments, such as Human Resources, Finance, or Marketing, without carefully checking the provided list.

Explanations: The segment mentions Human Resources, Finance, and Marketing as business departments. Since "External relations" is not listed among these, it is the correct answer as it is not a department mentioned in the segment.

Option Analysis:

Option A: Human resources is a common business department and is mentioned in the segment.
Option B: Finance is a common business department and is mentioned in the segment.
Option C: Marketing is a common business department and is mentioned in the segment.
Option D: External relations is not mentioned in the segment, making it the correct answer.

1482. Select the definition that best describes the Code of Ethics.

Correct Answer: Correct answer is: (C) A guide to help employees and employers to make ethical decisions in the workplace.

Exam Relevance: Business Ethics, Professional Ethics, MBA Exams

Difficulty: Easy

Concept notes: The Code of Ethics is a set of principles and guidelines that help individuals and organizations make decisions that are morally and ethically sound.

Common Mistakes: Students may confuse the Code of Ethics with legal regulations or think it is only for employees, not employers.

Explanations: The Code of Ethics is designed to provide a framework for ethical behavior in the workplace. It helps both employees and employers navigate complex situations and make decisions that align with ethical standards. This makes it a guide for ethical decision-making, not a set of unfair rules, a guide to trustworthiness alone, or a guideline for corruption.

Option Analysis:

Option A: This option is incorrect because the Code of Ethics is not unfair; it is a set of principles designed to promote ethical behavior.
Option B: While trustworthiness is an aspect of ethical behavior, the Code of Ethics encompasses a broader range of ethical principles and is not limited to trustworthiness alone.
Option C: This option correctly defines the Code of Ethics as a guide for making ethical decisions in the workplace, which is its primary purpose.
Option D: This option is incorrect because the Code of Ethics is designed to prevent corruption, not to promote it.

1483. An employee is rated high in performance appraisal because of 'religion', is an example of

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

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

Difficulty: Moderate

Concept notes: Bias in performance appraisal refers to the influence of personal or external factors that are not related to job performance, such as an employee's religion, race, or gender.

Common Mistakes: Students may confuse bias with leniency or strictness, which are related to the overall tendency to rate employees either too high or too low, rather than being influenced by irrelevant personal characteristics.

Explanations: Bias in performance appraisal occurs when an evaluator's judgment is influenced by factors unrelated to job performance, such as the employee's religion. This is different from leniency or strictness, which are tendencies to rate employees generally higher or lower, and central tendency, which is the tendency to rate all employees around the average. Therefore, the correct answer is bias.

Option Analysis:

Option A: Lenient/strict tendency refers to the overall tendency to rate employees either too high or too low, not influenced by irrelevant personal characteristics.
Option B: Bias refers to the influence of personal or external factors that are not related to job performance, such as an employee's religion.
Option C: Central tendency is the tendency to rate all employees around the average, not influenced by irrelevant personal characteristics.
Option D: Different tendencies is a vague term and does not specifically address the influence of irrelevant personal characteristics.

1484. Very first training given to the employee when he/she starts the Job.

Correct Answer: Correct answer is: (C) Induction Training.

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

Difficulty: Easy

Concept notes: Induction training is the initial training provided to new employees when they start their job. It aims to familiarize them with the company's culture, policies, and procedures.

Common Mistakes: Students may confuse induction training with on-the-job training, which is a different type of training provided while the employee is performing their job duties.

Explanations: Induction training is the very first training given to an employee when they start their job. It is designed to introduce new employees to the organization, its policies, procedures, and culture. This training is essential for setting the foundation for the employee's future performance and integration into the company.

Option Analysis:

Option A: On The Job Training is incorrect because it refers to training provided while the employee is performing their job duties, not the initial training given when they start.
Option B: Off The Job Training is incorrect because it refers to training provided away from the job site, not the initial training given when the employee starts.
Option C: Induction Training is correct because it is the initial training provided to new employees when they start their job.
Option D: None of the above is incorrect because Induction Training is the correct answer.

1485. Which is the correct order of the steps to forecast the hiring and firing needs.1) Measure the gap between the two.2) Identify the human resources currently available in the organization.3) Forecast the human resources needed to achieve the organization mission and objectives.

Correct Answer: Correct answer is: (D) 2 - 3 - 1.

Exam Relevance: HRM exams, MBA exams, Management exams

Difficulty: Moderate

Concept notes: The correct order of steps to forecast hiring and firing needs involves first identifying the current human resources available, then forecasting the human resources needed, and finally measuring the gap between the two.

Common Mistakes: Students often mistakenly believe that forecasting the needed human resources should be the first step, but it is crucial to know the current resources before making future projections.

Explanations: The process begins with identifying the current human resources available in the organization (Step 2). This provides a baseline of the existing workforce. Next, the organization forecasts the human resources needed to achieve its mission and objectives (Step 3). This step involves predicting future needs based on strategic plans and market conditions. Finally, the gap between the current resources and the forecasted needs is measured (Step 1). This gap analysis helps in determining the hiring and firing needs.

Option Analysis:

Option A: Incorrect because it starts with measuring the gap, which requires knowing both current resources and future needs first.
Option B: Incorrect because it starts with measuring the gap, which requires knowing both current resources and future needs first.
Option C: Incorrect because it measures the gap before forecasting the needed human resources.
Option D: Correct because it follows the logical sequence of identifying current resources, forecasting future needs, and then measuring the gap.

1486. Fixed payment for work; expressed as an annual figure.

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

Exam Relevance: SAT, ACT, AP Economics

Difficulty: Easy

Concept notes: A salary is a fixed payment for work, typically expressed as an annual figure.

Common Mistakes: Students may confuse salary with other forms of compensation like piecework, commission, or incentives.

Explanations: A salary is a fixed amount of money paid to an employee by an employer on a regular basis, usually annually. This aligns with the description of a fixed payment for work expressed as an annual figure.

Option Analysis:

Option A: Piecework is payment based on the quantity of work completed, not a fixed annual amount.
Option B: Salary is a fixed payment for work, typically expressed as an annual figure, which matches the description.
Option C: Incentive is a reward for achieving specific goals, not a fixed annual payment.
Option D: Commission is a payment based on a percentage of sales, not a fixed annual amount.

Mnemonic: SAL - Salary Always Locked (fixed)

1487. 'Managing tasks effectively' comes under

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

Exam Relevance: CAT, GMAT, GRE

Difficulty: Easy

Concept notes: Personal competencies refer to individual skills and abilities that help a person manage their own tasks and responsibilities effectively.

Common Mistakes: Students may confuse personal competencies with interpersonal competencies, which involve skills for interacting with others.

Explanations: 'Managing tasks effectively' is a personal competency because it involves an individual's ability to organize and prioritize their own work. This skill is essential for personal productivity and does not necessarily involve interaction with others.

Option Analysis:

Option A: Correct. Managing tasks effectively is a personal competency as it pertains to individual task management.
Option B: Incorrect. Interpersonal competencies involve skills for interacting with others, not individual task management.
Option C: Incorrect. Business management typically refers to broader organizational skills and strategies, not individual task management.
Option D: Incorrect. While managing tasks can be part of business management, it is primarily a personal competency.

1488. The three performance counseling phases are

Correct Answer: Correct answer is: (A) Rapport building, Exploration, Action planning.

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

Difficulty: Moderate

Concept notes: Performance counseling involves three key phases: rapport building, exploration, and action planning. These phases are designed to create a supportive environment, identify areas for improvement, and develop a plan for future actions.

Common Mistakes: Students may confuse the phases with other counseling or coaching models, such as those that include support building or accurate planning.

Explanations: Rapport building is the initial phase where the counselor establishes a trusting relationship with the individual. Exploration involves discussing performance issues and identifying areas for improvement. Action planning focuses on creating a concrete plan for addressing these issues and setting goals for future performance.

Option Analysis:

Option A: Correct. The phases are rapport building, exploration, and action planning.
Option B: Incorrect. Support building is not a phase in performance counseling.
Option C: Incorrect. Explanation is not a phase in performance counseling.
Option D: Incorrect. Accurate planning is not a phase in performance counseling.

Mnemonic: R.E.A. - Rapport, Explore, Act

1489. This personality is energetic, fun-loving, and take pleasure inthe things around them.

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

Exam Relevance: Psychology exams, Personality tests, High School Psychology

Difficulty: Easy

Concept notes: The personality described is energetic, fun-loving, and takes pleasure in the things around them, which aligns with the characteristics of a Performer.

Common Mistakes: Students may confuse the characteristics of a Performer with those of a Visionary, who is more focused on innovation and creativity.

Explanations: A Performer is characterized by their energetic and fun-loving nature, often enjoying the moment and finding joy in the things around them. This matches the description given in the question.

Option Analysis:

Option A: Performer - Correct, as they are energetic, fun-loving, and take pleasure in their surroundings.
Option B: Visionary - Incorrect, as Visionaries are more focused on innovation and creativity rather than being fun-loving.
Option C: Provider - Incorrect, as Providers are typically more focused on stability and support rather than being fun-loving.
Option D: Craftsperson - Incorrect, as Craftspersons are more focused on precision and craftsmanship rather than being fun-loving.

1490. Which of the following bargaining is based on workers' contribution to productivity?

Correct Answer: Correct answer is: (C) Productivity Bargaining.

Exam Relevance: Human Resource Management, Labor Relations, Industrial Relations

Difficulty: Moderate

Concept notes: Productivity bargaining is a form of collective bargaining where the focus is on improving productivity and efficiency in the workplace. It often involves agreements between employers and workers on how to enhance productivity, with the expectation that workers will receive benefits such as higher wages or better working conditions in return for their contributions to productivity improvements.

Common Mistakes: Students may confuse productivity bargaining with other forms of bargaining, such as concession bargaining, which focuses on reducing costs and benefits for workers.

Explanations: Productivity bargaining is based on the principle that workers' contributions to productivity improvements should be recognized and rewarded. This form of bargaining aims to align the interests of workers and employers by fostering a collaborative environment where both parties benefit from increased productivity. The correct answer, Productivity Bargaining, directly addresses this concept.

Option Analysis:

Option A: Coalition Bargaining involves multiple unions or groups working together to negotiate with employers. It does not specifically focus on workers' contributions to productivity.
Option B: Concession Bargaining is when workers agree to give up certain benefits or rights to help the employer reduce costs. This is not based on workers' contributions to productivity.
Option C: Productivity Bargaining is based on workers' contributions to productivity improvements and aligns with the concept described in the question.
Option D: None of the above is incorrect because Productivity Bargaining is the correct answer.

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Human Resource Management MCQ - Set 149

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