Human Resource Management MCQ – Change your future

181. Below are the advantage of internal recruitment EXCEPT .....

Correct Answer: Correct answer is: (B) Employees' morale and motivation may be decreased.

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

Difficulty: Moderate

Concept notes: Internal recruitment involves hiring employees from within the organization. The advantages include familiarity with the company culture, existing skills, and reduced training costs. However, the disadvantage highlighted in the question is that it may decrease morale and motivation among employees who are not selected for the internal positions.

Common Mistakes: Students may mistakenly believe that internal recruitment always boosts morale and motivation, overlooking the potential negative impact on those not selected.

Explanations: Internal recruitment can lead to decreased morale and motivation among employees who are not selected for internal positions. This is because employees who do not get promoted or selected for new roles may feel undervalued or overlooked, leading to dissatisfaction and reduced motivation. This makes it a disadvantage rather than an advantage of internal recruitment.

Option Analysis:

Option A: Internal recruitment often requires some level of induction, even if it is less extensive than for external hires. This is not a disadvantage.
Option B: Employees' morale and motivation may be decreased due to the internal competition and potential feelings of being overlooked.
Option C: Internal recruitment typically involves little to no cost, as the company already has information about the employees and does not need to invest in extensive recruitment processes.
Option D: The employment record of internal candidates is readily available, allowing for a more accurate assessment of their capabilities and fit within the organization.

182. When the employer has to choose which workers to make redundant it is called

Correct Answer: Correct answer is: (A) Compulsory redundancies.

Exam Relevance: HR Management Exams, Business Management Exams, Employment Law Exams

Difficulty: Moderate

Concept notes: Compulsory redundancies refer to the situation where an employer must select which employees to make redundant due to business needs or restructuring.

Common Mistakes: Students may confuse compulsory redundancies with voluntary redundancies, where employees choose to leave the company.

Explanations: Compulsory redundancies occur when an employer has to make certain employees redundant due to business reasons, such as downsizing or restructuring. This process is mandatory and not a choice for the employees. The term "compulsory" indicates that the redundancies are enforced by the employer, making it the correct answer.

Option Analysis:

Option A: Correct. Compulsory redundancies involve the employer making the decision to terminate employment due to business needs.
Option B: Incorrect. Lay-offs are temporary suspensions of employment, not permanent terminations.
Option C: Incorrect. Retrenchments are similar to redundancies but often refer to a broader process of reducing workforce, not specifically the selection process.
Option D: Incorrect. Voluntary redundancies are when employees choose to leave the company, not when the employer makes the decision.

183. The main function of HRM is.....

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

Exam Relevance: HRM exams, Management exams, MBA exams

Difficulty: Easy

Concept notes: Human Resource Management (HRM) encompasses various functions, but recruitment is a core responsibility.

Common Mistakes: Students may confuse HRM with other functions like policy implementation or external relations.

Explanations: The main function of HRM is to manage the workforce of an organization, which includes recruitment. Recruitment involves attracting, screening, and selecting qualified candidates for job openings. While HRM also deals with other functions such as training, performance management, and employee relations, recruitment is a fundamental aspect of HRM.

Option Analysis:

Option A: Dealing with other companies is not a primary function of HRM.
Option B: Recruitment is a core function of HRM.
Option C: Applying government policies is a regulatory function, not the main function of HRM.
Option D: This option is incorrect as recruitment is a valid function of HRM.

Mnemonic: R-HRM: Recruitment is HRM's main role.

184. Kind of bargaining, in which both parties make every possible effort to negotiate and communicate for an agreement, called

Correct Answer: Correct answer is: (A) Good faith bargaining.

Exam Relevance: GRE, GMAT, MBA entrance exams

Difficulty: Easy

Concept notes: Good faith bargaining involves both parties making every possible effort to negotiate and communicate for an agreement.

Common Mistakes: Students may confuse good faith bargaining with distributive bargaining, which focuses on dividing a fixed amount of resources.

Explanations: Good faith bargaining is characterized by both parties making every possible effort to negotiate and communicate for an agreement. This type of bargaining emphasizes mutual respect, open communication, and a willingness to find a mutually beneficial solution. The other options do not fit this description: distributive bargaining is about dividing a fixed amount of resources, descriptive bargaining is not a recognized term, and collective bargaining involves negotiations between employers and a group of employees.

Option Analysis:

Option A: Correct. Good faith bargaining involves both parties making every possible effort to negotiate and communicate for an agreement.
Option B: Incorrect. Distributive bargaining focuses on dividing a fixed amount of resources.
Option C: Incorrect. Descriptive bargaining is not a recognized term in negotiation theory.
Option D: Incorrect. Collective bargaining involves negotiations between employers and a group of employees.

185. In performance management, main feature of performance management is to

Correct Answer: Correct answer is: (C) Comparing performance with goals.

Exam Relevance: HRM exams, Management exams, MBA exams

Difficulty: Moderate

Concept notes: Performance management involves setting clear goals and objectives, monitoring progress, and evaluating performance against these goals.

Common Mistakes: Students may confuse performance management with only financial incentives or sales performance.

Explanations: Performance management is a continuous process that includes setting goals, monitoring progress, and evaluating performance against these goals. The primary purpose is to ensure that individual and organizational goals are aligned and that performance is consistently measured and improved. Comparing performance with goals is a key component of this process, as it helps identify areas for improvement and ensures that performance is aligned with strategic objectives.

Option Analysis:

Option A: Increasing salary is a potential outcome of performance management but not its main feature.
Option B: Planning incentives is a part of performance management but not the main feature.
Option C: Comparing performance with goals is the core feature of performance management.
Option D: Comparing sales figures from last year is a specific task that may be part of performance management but not its main feature.

186. An employer beginning the selection process for new employees would begin with the

Correct Answer: Correct answer is: (B) Application form.

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

Difficulty: Easy

Concept notes: The selection process for new employees typically starts with collecting applications from potential candidates.

Common Mistakes: Students may mistakenly think the selection process begins with training or orientation, which occur later in the hiring process.

Explanations: The application form is the first step in the selection process as it gathers basic information and qualifications from candidates. This initial step helps the employer to screen and shortlist candidates for further evaluation.

Option Analysis:

Option A: The training process occurs after a candidate is selected and hired, not at the beginning of the selection process.
Option B: The application form is the correct answer as it is the first step in the selection process, where candidates submit their basic information and qualifications.
Option C: The orientation process is for new hires and occurs after the selection process is complete.
Option D: Reference checking is a step in the selection process but comes after the application form and initial screening.

Mnemonic: App-Start: Application form starts the selection process.

187. The job characteristics model proposes that three psychological states of a jobholder result in all except the following

Correct Answer: Correct answer is: (C) Higher skill identity.

Exam Relevance: Organizational Behavior, Human Resource Management, Industrial Psychology

Difficulty: Moderate

Concept notes: The job characteristics model identifies three psychological states that result from job characteristics: experienced meaningfulness of the work, experienced responsibility for outcomes, and knowledge of the actual results of the work activities. These states lead to internal motivation, improved work performance, and lower absenteeism and turnover. However, higher skill identity is not a direct outcome of these psychological states.

Common Mistakes: Students may confuse skill identity with the psychological states of meaningfulness, responsibility, and knowledge of results, which are directly linked to the outcomes of the job characteristics model.

Explanations: The job characteristics model posits that the psychological states of experienced meaningfulness, experienced responsibility, and knowledge of results lead to internal motivation, improved work performance, and lower absenteeism and turnover. Higher skill identity, while potentially beneficial, is not a direct outcome of these psychological states according to the model.

Option Analysis:

Option A: Internal motivation is a direct outcome of the psychological states identified in the job characteristics model.
Option B: Lower absenteeism and turnover are also direct outcomes of the psychological states identified in the job characteristics model.
Option C: Higher skill identity is not a direct outcome of the psychological states identified in the job characteristics model.
Option D: Improved work performance is a direct outcome of the psychological states identified in the job characteristics model.

188. Which one is not a part of effective organization's career planning process?

Correct Answer: Correct answer is: (B) Incentive Management.

Exam Relevance: HRM Exams, MBA Exams, Organizational Behavior Exams

Difficulty: Moderate

Concept notes: Effective career planning in an organization involves several key components, including personal assessment, assessment of occupational and career choices, and annual appraisal and development programs. Incentive management, while important for motivation and performance, is not typically considered a direct component of the career planning process.

Common Mistakes: Students may mistakenly believe that incentive management is a core part of career planning because it can influence career progression and employee satisfaction.

Explanations: In career planning, personal assessment helps employees understand their skills and interests. Assessment of occupational and career choices guides employees in selecting suitable career paths. Annual appraisal and development programs ensure continuous growth and alignment with organizational goals. Incentive management, although crucial for employee motivation, is more about performance management and does not directly contribute to the career planning process.

Option Analysis:

Option A: Personal Assessment is a key component of career planning as it helps individuals understand their strengths and interests.
Option B: Incentive Management is not a direct component of career planning but is important for performance and motivation.
Option C: Assessment of Occupational and Career Choice is essential for guiding individuals towards suitable career paths.
Option D: Annual Appraisal and Development Programme ensures continuous growth and development aligned with career goals.

189. Which is NOT a method of applying for a job?

Correct Answer: Correct answer is: (D) Criminal check.

Exam Relevance: SAT, ACT, GED

Difficulty: Easy

Concept notes: A criminal check is not a method of applying for a job. It is a background check that may be conducted after a job offer is made.

Common Mistakes: Students may confuse a criminal check with a method of application, as it is a part of the hiring process.

Explanations: A CV, letter of application, and application form are all methods used to apply for a job. A criminal check, however, is a verification process that occurs after the application stage, typically as part of the pre-employment screening.

Option Analysis:

Option A: CV is a common method of applying for a job, containing personal and professional information.
Option B: Letter of application is used to introduce oneself and express interest in a job position.
Option C: Application form is a structured document used to gather specific information from job applicants.
Option D: Criminal check is not a method of applying for a job but a background verification process.

190. OJT stands for

Correct Answer: Correct answer is: (A) On the job training.

Exam Relevance: GRE, GMAT, Civil Services Exam, Banking Exams

Difficulty: Very Easy

Concept notes: OJT stands for On the job training, which refers to the process of learning a job while performing the job itself.

Common Mistakes: Students may confuse OJT with other similar acronyms or terms related to job training.

Explanations: OJT is a method of training where employees learn their job responsibilities and skills while performing the actual work. This approach is widely used in various industries to ensure that employees gain practical experience and can apply their training directly to their job tasks.

Option Analysis:

Option A: Correct. OJT stands for On the job training.
Option B: Incorrect. OJT does not stand for On the job technique.
Option C: Incorrect. OJT does not stand for On the job technology.
Option D: Incorrect. OJT does not stand for Off the job training.

Mnemonic: OJT: On the Job Training

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Human Resource Management MCQ - Set 19

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