Human Resource Management MCQ – Change your future

141. Which of the following is not a type of HRM strategy?

Correct Answer: Correct answer is: (B) Placating HRM strategy.

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

Difficulty: Easy

Concept notes: HRM strategies are categorized based on their focus and objectives. Common types include task-focused, development-oriented, and turnaround strategies.

Common Mistakes: Students may confuse "placating" with a valid HRM strategy due to its similarity in sound to other terms.

Explanations: HRM strategies are typically categorized into types such as task-focused, development-oriented, and turnaround strategies. The term "placating HRM strategy" is not a recognized type of HRM strategy. Task-focused strategies emphasize efficiency and productivity, development-oriented strategies focus on employee growth and development, and turnaround strategies aim to improve organizational performance in a crisis. "Placating" does not align with any of these recognized HRM strategy types.

Option Analysis:

Option A: Task-focused strategy is a recognized HRM strategy type.
Option B: Placating HRM strategy is not a recognized HRM strategy type.
Option C: Turnaround HRM strategy is a recognized HRM strategy type.
Option D: Development-oriented strategy is a recognized HRM strategy type.

142. What does the acronym AMO stand for?

Correct Answer: Correct answer is: (D) Ability, motivation, opportunity.

Exam Relevance: GRE, GMAT, HR Certification Exams

Difficulty: Very Easy

Concept notes: AMO stands for Ability, Motivation, and Opportunity. This acronym is often used in various fields, including psychology and human resources, to describe the key factors that contribute to an individual's performance or success.

Common Mistakes: Students may confuse the terms within the acronym, particularly mistaking "motivation" for "mobility" or "aptitude."

Explanations: The acronym AMO correctly represents the three components: Ability, Motivation, and Opportunity. Ability refers to the skills and competencies an individual possesses. Motivation is the drive or willingness to perform a task. Opportunity is the chance or circumstances that allow an individual to utilize their ability and motivation. Together, these three elements are crucial for achieving success or performing effectively.

Option Analysis:

Option A: Incorrect because "mobility" and "operation" are not the correct terms for the acronym AMO.
Option B: Incorrect because "mobility" and "operation" are not the correct terms for the acronym AMO.
Option C: Incorrect because "aptitude" is not the correct term for the acronym AMO.
Option D: Correct because "ability, motivation, opportunity" are the correct terms for the acronym AMO.

Mnemonic: AMO: Always Motivated, Opportunity knocks.

143. Which of the forecasting technique is the fastest?

Correct Answer: Correct answer is: (C) Ratio trend analysis.

Exam Relevance: CFA, CPA, MBA entrance exams

Difficulty: Easy

Concept notes: Ratio trend analysis involves comparing financial ratios over multiple periods to identify trends. It is a relatively quick method compared to other forecasting techniques.

Common Mistakes: Students may confuse ratio trend analysis with more complex techniques like work study or flow models, which require more detailed data and analysis.

Explanations: Ratio trend analysis is the fastest forecasting technique because it relies on historical financial data and simple mathematical calculations to identify trends. This method does not require extensive data collection or complex modeling, making it quicker to implement compared to other techniques such as work study or flow models.

Option Analysis:

Option A: Work study technique involves detailed analysis of work processes, which is time-consuming and not the fastest method.
Option B: Flow models require modeling of processes and can be complex, making them slower than ratio trend analysis.
Option C: Ratio trend analysis is based on historical data and simple calculations, making it the fastest method.
Option D: HR demand forecasting often involves multiple steps and data collection, making it slower than ratio trend analysis.

Mnemonic: RAT - Ratio Analysis Trends

144. A combination of pay and benefits offered to employees is called

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

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

Difficulty: Easy

Concept notes: Compensation refers to the total package of pay and benefits provided to employees.

Common Mistakes: Students may confuse compensation with salary or wage, which only refer to the monetary payment and not the full benefits package.

Explanations: Compensation encompasses both the monetary payment (salary or wage) and non-monetary benefits (such as health insurance, retirement plans, and paid time off). Therefore, it is the most comprehensive term for the total package offered to employees.

Option Analysis:

Option A: Human resources refers to the department or function within an organization that deals with the management of employees, not the pay and benefits package.
Option B: Salary refers only to the fixed monetary payment, excluding other benefits.
Option C: Wage refers to the hourly or piece-rate monetary payment, excluding other benefits.
Option D: Compensation includes both monetary and non-monetary benefits, making it the correct term for the total package offered to employees.

145. The following is not a job evaluation method.

Correct Answer: Correct answer is: (D) Assessment method.

Exam Relevance: HRM exams, MBA exams, Competitive exams in management

Difficulty: Moderate

Concept notes: Job evaluation methods are systematic approaches used to determine the relative worth of jobs within an organization. Common methods include the factor comparison method, point method, and ranking method. The assessment method is not a recognized job evaluation method.

Common Mistakes: Students may confuse the assessment method with other evaluation methods that involve some form of assessment, such as performance assessment or skill assessment.

Explanations: The factor comparison method, point method, and ranking method are well-established job evaluation techniques. The factor comparison method involves comparing jobs based on several compensable factors. The point method assigns points to jobs based on the presence and degree of job factors. The ranking method involves ordering jobs from highest to lowest in terms of value. The assessment method, however, is not a recognized job evaluation method and is likely a distractor.

Option Analysis:

Option A: Factor comparison method is a recognized job evaluation method.
Option B: Point method is a recognized job evaluation method.
Option C: Ranking method is a recognized job evaluation method.
Option D: Assessment method is not a recognized job evaluation method.

Mnemonic: FCPRA (Factor Comparison, Point, Ranking, Assessment)

146. The foundation of good hiring decision depends on process known as

Correct Answer: Correct answer is: (C) Workforce Planning.

Exam Relevance: HR Certification Exams, MBA Exams, Management Competency Tests

Difficulty: Moderate

Concept notes: Workforce planning is the process of ensuring that an organization has the right number of employees with the right skills at the right time. It is foundational to making good hiring decisions as it aligns the organization's staffing needs with its strategic goals.

Common Mistakes: Students may confuse workforce planning with recruitment, which is a part of the broader workforce planning process.

Explanations: Workforce planning involves forecasting future staffing needs, analyzing current workforce capabilities, and developing strategies to meet those needs. This process is essential for making informed hiring decisions, as it ensures that the organization's hiring aligns with its strategic objectives and future requirements. Recruitment, while important, is a subset of workforce planning and focuses on the specific process of attracting and selecting candidates.

Option Analysis:

Option A: Employee Training is a process that occurs after hiring and focuses on developing the skills of current employees, not on the initial hiring decision.
Option B: Management Development is a process aimed at preparing current employees for future leadership roles, not directly related to the initial hiring decision.
Option C: Workforce Planning is the foundational process that ensures the organization has the right number of employees with the right skills at the right time, which is essential for making good hiring decisions.
Option D: Recruitment Process is a part of workforce planning but does not encompass the broader strategic planning needed for good hiring decisions.

Mnemonic: WFP: Workforce Planning - Winning Future Planning

147. The concept of HRD scorecard was introduced in India by

Correct Answer: Correct answer is: (A) T.V. Rao.

Exam Relevance: HRM, MBA, PGDM

Difficulty: Moderate

Concept notes: The HRD scorecard is a tool used in Human Resource Development (HRD) to evaluate and measure the effectiveness of HRD programs and initiatives.

Common Mistakes: Students may confuse the originators of HRD scorecard concepts with other HRD experts or may not be familiar with the specific contributions of T.V. Rao.

Explanations: T.V. Rao introduced the concept of the HRD scorecard in India. This scorecard is a systematic approach to assess the impact and effectiveness of HRD initiatives. It helps organizations to align HRD activities with business goals and measure their outcomes.

Option Analysis:

Option A: Correct. T.V. Rao introduced the HRD scorecard in India.
Option B: Incorrect. Udai Pareek is known for other contributions in HRD but not for introducing the HRD scorecard.
Option C: Incorrect. Arun Honappa is not associated with the introduction of the HRD scorecard.
Option D: Incorrect. While Rao and Pareek have both contributed to HRD, the HRD scorecard was specifically introduced by T.V. Rao.

Mnemonic: Rao's HRD Scorecard: RHRDS

148. HR professional should apply risk management techniques to the different aspects of.....

Correct Answer: Correct answer is: (A) HR Strategies.

Exam Relevance: SHRM-CP, SHRM-SCP, CIPD

Difficulty: Moderate

Concept notes: HR professionals should apply risk management techniques to HR strategies to ensure that the organization's human resource plans and initiatives are aligned with overall business goals and are resilient to potential risks.

Common Mistakes: Students may mistakenly believe that risk management is only applicable to HR competencies, overlooking the broader strategic implications.

Explanations: HR strategies encompass the long-term plans and initiatives that align with the organization's overall goals. Applying risk management techniques to these strategies ensures that potential risks are identified, assessed, and mitigated, thereby safeguarding the organization's human resource investments and ensuring strategic alignment. While competencies are important, they are more focused on the skills and abilities of individual employees rather than the broader strategic planning.

Option Analysis:

Option A: Correct. HR strategies involve long-term planning and alignment with business goals, making them a critical area for risk management.
Option B: Incorrect. While HR competencies are important, they are more focused on individual employee skills and abilities rather than strategic planning.
Option C: Incorrect. Although both strategies and competencies are important, the question specifically asks for the application of risk management techniques to different aspects, and strategies are the primary focus.
Option D: Incorrect. This option is not applicable as HR strategies are indeed a valid area for risk management.

149. Coordination of workforce acquisition is futile part of

Correct Answer: Correct answer is: (C) Talent management.

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

Difficulty: Moderate

Concept notes: Talent management involves the strategic planning and coordination of workforce acquisition, development, and retention.

Common Mistakes: Students may confuse talent management with other HR functions like phased retirement or pre-retirement counseling, which do not directly involve workforce acquisition.

Explanations: Talent management encompasses the strategic planning and coordination of workforce acquisition, which includes identifying, attracting, and retaining the right talent. Coordination of workforce acquisition is a critical component of talent management, ensuring that the organization has the necessary skills and capabilities to meet its strategic objectives.

Option Analysis:

Option A: Phased retirement is a strategy for gradually reducing an employee's work hours before full retirement and does not directly involve workforce acquisition.
Option B: Pre-retirement counseling focuses on preparing employees for retirement and does not involve workforce acquisition.
Option C: Talent management involves strategic planning and coordination of workforce acquisition, making it the correct answer.
Option D: Modifying selection procedures is a part of the recruitment process but does not encompass the broader scope of talent management.

Mnemonic: Talent Management: TACT (Talent Acquisition, Coordination, and Training)

150. Beliefs and feelings and employee has about his or job.

Correct Answer: Correct answer is: (C) Employee Satisfaction.

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

Difficulty: Moderate

Concept notes: Employee satisfaction refers to the level of contentment and positive feelings an employee has about their job, work environment, and overall experience at their workplace.

Common Mistakes: Students may confuse employee satisfaction with other concepts like job performance or employee grievances.

Explanations: Employee satisfaction encompasses the beliefs and feelings an employee has about their job. It includes factors such as job security, work environment, compensation, and relationships with colleagues and supervisors. This aligns with the description provided in the question.

Option Analysis:

Option A: Grievances refer to complaints or issues an employee may have, which is not the same as overall job satisfaction.
Option B: Religion is unrelated to job satisfaction and feelings about one's job.
Option C: Employee Satisfaction directly matches the description of beliefs and feelings about one's job.
Option D: Orientation refers to the initial training and introduction to a new job, not the ongoing feelings and beliefs about the job.

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Human Resource Management MCQ - Set 15

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