Human Resource Management MCQ – Change your future

161. The interview is used as a method for determining:

Correct Answer: Correct answer is: (B) The degree 'of fit between the applicant and the demands of the job.

Exam Relevance: HR Management Exams, Recruitment Exams, Management Aptitude Tests

Difficulty: Moderate

Concept notes: Interviews are a method used to assess how well a candidate's skills, experience, and personality align with the requirements of the job.

Common Mistakes: Students may mistakenly believe that interviews are primarily used to assess personality traits or physical attributes, rather than the overall fit with job demands.

Explanations: Interviews are designed to evaluate the compatibility between the applicant and the job requirements. This includes assessing the candidate's skills, experience, and how well they can integrate into the company culture. The primary goal is to determine if the candidate can meet the job's demands effectively.

Option Analysis:

Option A: While personality can be assessed, it is not the primary focus of an interview.
Option B: This is the correct answer as interviews aim to determine the fit between the applicant and job demands.
Option C: Age is not a relevant factor in most job interviews.
Option D: Physical attributes are generally not the focus of job interviews.

Mnemonic: Fit, Job, Interview (FJI)

162. As a consultant in your company, you are required to set up names and details of schools, colleges, universities, and so on, so that users can select from this list when entering their qualifications such as degrees.Identify the correct setup task in Functional Setup Manager \> Define Workforce Profiles

Correct Answer: Correct answer is: (A) Define Talent Profile Content > Manage Educational Establishments.

Exam Relevance: SAP SuccessFactors Certification, HRIS Certification

Difficulty: Moderate

Concept notes: The task of setting up names and details of educational institutions such as schools, colleges, and universities is crucial for users to select from a predefined list when entering their qualifications.

Common Mistakes: Students may confuse the setup task with managing profile types or content subscribers, which are different functionalities within the Functional Setup Manager.

Explanations: The correct setup task is "Define Talent Profile Content > Manage Educational Establishments" because it specifically allows for the creation and management of educational institutions. This ensures that users can select from a predefined list of educational establishments when entering their qualifications, such as degrees.

Option Analysis:

Option A: Correct. This option allows for the management of educational establishments, which is necessary for users to select from a predefined list of schools, colleges, and universities.
Option B: Incorrect. Managing profile types is not related to setting up educational institutions.
Option C: Incorrect. Managing content subscribers is unrelated to the setup of educational institutions.
Option D: Incorrect. Managing profile content items does not involve the setup of educational institutions.

163. Which of the following term is used to identify, "what the job holder does"? "How it is done"? & "why it is done"?

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

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

Difficulty: Easy

Concept notes: A job description is a document that outlines the responsibilities, duties, and requirements of a job position.

Common Mistakes: Students may confuse job description with job specification, which focuses more on the qualifications and skills required for the job.

Explanations: A job description identifies what the job holder does, how it is done, and why it is done. It provides a comprehensive overview of the job responsibilities, tasks, and objectives. Job specification, on the other hand, focuses on the qualifications and skills required for the job, not the tasks themselves.

Option Analysis:

Option A: Job specification focuses on the qualifications and skills required for the job, not the tasks and responsibilities.
Option B: Job evaluation is the process of determining the relative worth of a job within an organization, not the tasks and responsibilities.
Option C: Job description identifies what the job holder does, how it is done, and why it is done.
Option D: Job title is a brief name given to a job position, not a detailed description of the job responsibilities.

164. Ranking of all employees measuring a specific trait by making pairs of employees is called

Correct Answer: Correct answer is: (D) Paired comparison method.

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

Difficulty: Easy

Concept notes: The paired comparison method involves ranking employees by comparing them in pairs to determine which one is better in a specific trait.

Common Mistakes: Students may confuse the paired comparison method with other ranking methods like alternation ranking, which ranks employees in a sequence without direct comparison.

Explanations: The paired comparison method is a technique used in performance appraisal where each employee is compared with every other employee in pairs. The employee who is better in the specific trait being measured is ranked higher. This method ensures a direct comparison between employees, making it a precise way to rank them based on a specific trait.

Option Analysis:

Option A: The graphic rating scale method involves rating employees on a scale for various traits, not ranking them in pairs.
Option B: Management by objectives focuses on setting and achieving goals, not on ranking employees.
Option C: The alternation ranking method ranks employees in a sequence without direct comparison, unlike the paired comparison method.
Option D: The paired comparison method involves ranking employees by comparing them in pairs, which matches the description given in the question.

Mnemonic: PC = Pair Compare

165. Premature evaluation is a type of

Correct Answer: Correct answer is: (C) Psychological barrier.

Exam Relevance: Communication Studies, Organizational Behavior, Psychology

Difficulty: Moderate

Concept notes: Premature evaluation refers to the tendency to form judgments or conclusions before all the information is available. This is a psychological barrier that affects effective communication and decision-making.

Common Mistakes: Students may confuse premature evaluation with other types of barriers, such as semantic or organizational barriers, which do not involve the psychological aspect of forming hasty judgments.

Explanations: Premature evaluation is a psychological barrier because it involves the mental process of making judgments or decisions without sufficient information. This barrier is rooted in cognitive biases and the tendency to jump to conclusions, which are psychological phenomena. Therefore, it is classified as a psychological barrier rather than a personal, semantic, or organizational barrier.

Option Analysis:

Option A: Personal barriers are related to individual traits and behaviors, not specifically to the cognitive process of premature evaluation.
Option B: Semantic barriers involve difficulties in understanding the meaning of words or symbols, not the psychological process of making hasty judgments.
Option C: Psychological barriers involve cognitive processes and biases, which align with the concept of premature evaluation.
Option D: Organizational barriers are related to the structure and processes within an organization, not the individual cognitive process of premature evaluation.

166. Career development falls into which AMO category?

Correct Answer: Correct answer is: (B) Motivation-enhancing.

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

Difficulty: Moderate

Concept notes: Career development is categorized under motivation-enhancing activities because it focuses on fostering personal and professional growth, which can increase job satisfaction and employee engagement.

Common Mistakes: Students may confuse career development with skill-enhancing activities, as both involve personal growth. However, career development is more about long-term goals and motivation, whereas skill-enhancing activities focus on immediate skill acquisition.

Explanations: Career development activities aim to enhance an individual's motivation by aligning their personal and professional goals, providing opportunities for advancement, and fostering a sense of purpose. This aligns with the motivation-enhancing category, as it directly impacts an individual's drive and engagement in their work.

Option Analysis:

Option A: Career development is not primarily about immediate skill acquisition, but rather about long-term motivation and growth.
Option B: Career development activities are designed to enhance motivation by aligning personal and professional goals, which fits the motivation-enhancing category.
Option C: While career development can indirectly enhance skills, its primary focus is on motivation, making this option incorrect.
Option D: Career development clearly falls under the motivation-enhancing category, so this option is incorrect.

167. Recruiting ..... is sometimes viewed as unethical.

Correct Answer: Correct answer is: (B) Competitor employees.

Exam Relevance: HR Management Exams, Business Ethics Exams, Management Exams

Difficulty: Moderate

Concept notes: Recruiting competitor employees is sometimes viewed as unethical because it can be seen as poaching talent, which may harm the competitor's business and disrupt their workforce.

Common Mistakes: Students may mistakenly believe that recruiting former employees is unethical, but it is generally considered acceptable as long as it does not involve poaching.

Explanations: Recruiting competitor employees is often viewed as unethical because it can lead to the loss of valuable talent and intellectual property from the competitor. This practice can also be seen as unfair competition and may violate non-compete agreements. Therefore, recruiting competitor employees is the option most likely to be viewed as unethical.

Option Analysis:

Option A: Recruiting former employees is generally not considered unethical as long as it does not involve poaching.
Option B: Recruiting competitor employees is often viewed as unethical due to the potential harm to the competitor's business and workforce.
Option C: Recruiting walk-in applicants is a standard practice and is not typically viewed as unethical.
Option D: Recruiting current employees is not unethical if they are not bound by non-compete agreements or other restrictions.

168. 'coherent career' plan links

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

Exam Relevance: MBA, HR Management, Organizational Behavior

Difficulty: Moderate

Concept notes: A 'coherent career' plan integrates various aspects of professional development, including performance, interests, and developmental needs.

Common Mistakes: Students may overlook the interconnectedness of these factors, focusing on only one aspect rather than considering the holistic approach.

Explanations: A coherent career plan must consider the employee's performance, as it reflects their current capabilities and achievements. Career interests are crucial as they align the individual's passions and aspirations with their professional path. Developmental needs are essential to identify areas for growth and improvement. Therefore, all these factors are interconnected and necessary for a comprehensive career plan.

Option Analysis:

Option A: Employee's performance is a critical component of a coherent career plan.
Option B: Career interests are vital for aligning personal aspirations with professional goals.
Option C: Developmental needs are necessary to identify areas for improvement and growth.
Option D: All of the above factors are essential for a coherent career plan.

169. What is Mutual Understanding?

Correct Answer: Correct answer is: (A) Where people who are different can all live together in harmony, understanding each other's views.

Exam Relevance: SAT, ACT, AP Psychology

Difficulty: Easy

Concept notes: Mutual understanding is a concept that emphasizes the importance of different individuals or groups living together in harmony by respecting and understanding each other's perspectives and views.

Common Mistakes: Students may confuse mutual understanding with collaboration or community roles, which are related but distinct concepts.

Explanations: Mutual understanding involves the ability to coexist peacefully and respect diverse viewpoints. It is not about achieving a common goal or having specific roles within a community. Therefore, the correct answer is where people who are different can all live together in harmony, understanding each other's views.

Option Analysis:

Option A: Correct. This option accurately describes mutual understanding as a state where diverse individuals live harmoniously by respecting each other's views.
Option B: Incorrect. This option describes collaboration, not mutual understanding.
Option C: Incorrect. This option refers to community roles, which is not the same as mutual understanding.
Option D: Incorrect. This option is not applicable as one of the other options is correct.

170. Which of the following is NOT the statutory bodies of Ministry of Human Resource?

Correct Answer: Correct answer is: (B) Industrial Court Malaysia.

Exam Relevance: Public Service Commission (PSC), Civil Service Commission (CSC), Human Resource Management Exams

Difficulty: Moderate

Concept notes: The question tests knowledge of the statutory bodies under the Ministry of Human Resource in Malaysia.

Common Mistakes: Students may confuse the statutory bodies with other government agencies or organizations that are not directly under the Ministry of Human Resource.

Explanations: The Industrial Court Malaysia is not a statutory body under the Ministry of Human Resource. It is an independent body established under the Industrial Relations Act 1967 to adjudicate disputes arising from industrial relations. The other options listed are statutory bodies under the Ministry of Human Resource.

Option Analysis:

Option A: Social Security Organization (SOCSO) is a statutory body under the Ministry of Human Resource.
Option B: Industrial Court Malaysia is not a statutory body under the Ministry of Human Resource.
Option C: Human Resources Development Berhad is a statutory body under the Ministry of Human Resource.
Option D: National Institute of Occupational Safety and Health is a statutory body under the Ministry of Human Resource.

⬅ Previous SetSet 17Next Set ➡

Human Resource Management MCQ - Set 17

Leave a Reply