Human Resource Management MCQ – Change your future

231. Selection into the Army as an officer requires various tests to ascertain each candidate's suitability to be an officer, which selection test-best determines the talents, personality and attributes of the candidate for the role of officer in the Army?

Correct Answer: Correct answer is: (D) Psychological tests.

Exam Relevance: Army Officer Selection, Civil Services Exam, Police Officer Selection

Difficulty: Moderate

Concept notes: Psychological tests are designed to assess personality traits, cognitive abilities, and emotional stability, which are crucial for leadership roles in the Army.

Common Mistakes: Students may confuse psychological tests with aptitude or cognitive tests, which primarily measure specific skills or general intelligence rather than personality and emotional attributes.

Explanations: Psychological tests are the most suitable for determining the talents, personality, and attributes of a candidate for an officer role in the Army. These tests evaluate a candidate's emotional stability, leadership potential, and ability to handle stress, which are essential qualities for an officer. While other tests like aptitude and cognitive tests are important, they do not fully capture the psychological and personality traits necessary for effective leadership.

Option Analysis:

Option A: Specific ability tests measure particular skills but do not assess personality or emotional attributes.
Option B: Aptitude tests measure general intelligence and specific abilities but do not evaluate personality traits.
Option C: Cognitive tests assess mental abilities but do not cover the full range of psychological attributes needed for leadership.
Option D: Psychological tests are designed to evaluate personality traits, emotional stability, and leadership potential, making them the best choice for officer selection.

Mnemonic: P.A.T.H. - Psychological Assessments Test for Heroes

232. Which of the following steps must be satisfied in order to enable responsive pages for HCM Design Studio. Choose three.

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

Exam Relevance: Oracle HCM Cloud Certification, Oracle Certified Professional (OCP)

Difficulty: Moderate

Concept notes: To enable responsive pages for HCM Design Studio, multiple steps must be completed, including enabling sandbox access, provisioning specific roles, and setting profile options.

Common Mistakes: Students may overlook the need to set specific profile options or may not understand the importance of provisioning the correct roles.

Explanations: Enabling responsive pages for HCM Design Studio requires a series of steps. First, entering the sandbox environment allows for transactional testing and development. Second, provisioning the roles Human Capital Management Application Administrator and Application Implementation Consultant ensures the necessary permissions are in place. Finally, setting the profile option HCM RESPONSIVE PAGES ENABLED to Y and Default Home Page Layout to News Feed activates the responsive design features. Therefore, all steps must be satisfied, making option D the correct answer.

Option Analysis:

Option A: Entering the sandbox is necessary for testing and development, which is part of the process.
Option B: Provisioning the roles is essential for gaining the required permissions to configure responsive pages.
Option C: Setting the profile options is crucial for enabling the responsive design features.
Option D: All of the above steps are required to fully enable responsive pages for HCM Design Studio.

Mnemonic: SAND-PROF: Sandbox, Roles, Profile

233. Under which of the following authority, an HR manager took the decision to provide training to its employees regarding the operations of newly installed machine?

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

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

Difficulty: Moderate

Concept notes: Functional authority refers to the power given to a department or individual to provide guidance, advice, or training in a specific area. In this case, the HR manager's decision to provide training on the operations of a newly installed machine falls under functional authority.

Common Mistakes: Students may confuse functional authority with line authority, which involves direct supervision and decision-making over subordinates.

Explanations: The HR manager's decision to provide training to employees regarding the operations of a newly installed machine is an example of functional authority. This type of authority allows the HR department to provide specialized guidance and training in areas such as employee development and operational knowledge, without direct supervisory control over the employees.

Option Analysis:

Option A: Staff authority involves advisory roles and does not directly relate to the provision of training.
Option B: Functional authority is the correct choice as it involves providing specialized guidance and training in specific areas.
Option C: Line authority involves direct supervision and control over subordinates, which is not the case here.
Option D: Implied authority refers to powers inferred from a position, but does not specifically address the provision of training.

Mnemonic: F.A.T. - Functional Authority Training

234. According to Herzberg, for creating self-motivated workforce employers should focus on the

Correct Answer: Correct answer is: (A) Motivator factors.

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

Difficulty: Moderate

Concept notes: Herzberg's Two-Factor Theory distinguishes between motivator factors and hygiene factors. Motivator factors are intrinsic to the job and can lead to job satisfaction and motivation.

Common Mistakes: Students may confuse motivator factors with hygiene factors, which are extrinsic and only prevent dissatisfaction rather than motivate.

Explanations: According to Herzberg, motivator factors such as achievement, recognition, the work itself, responsibility, and advancement are intrinsic to the job and can lead to job satisfaction and motivation. Employers should focus on these factors to create a self-motivated workforce.

Option Analysis:

Option A: Correct. Motivator factors are intrinsic to the job and can lead to job satisfaction and motivation.
Option B: Incorrect. Hygiene factors (de-motivator factors) are extrinsic and only prevent dissatisfaction rather than motivate.
Option C: Incorrect. While intrinsic factors can be part of motivator factors, the term is too broad and not specific to Herzberg's theory.
Option D: Incorrect. Extrinsic factors are typically hygiene factors and do not motivate employees.

Mnemonic: Mnemonic: M-A-R-W-R-A (Motivator factors: Achievement, Recognition, Work, Responsibility, Advancement)

235. Which of the following action is NOT labor shortage action?

Correct Answer: Correct answer is: (A) Early Retirement.

Exam Relevance: HR Management Exams, Business Management Exams, Labor Economics Exams

Difficulty: Moderate

Concept notes: Labor shortage actions are measures taken to address a shortage of workers. These actions typically involve increasing the workforce or utilizing existing workers more efficiently.

Common Mistakes: Students may mistakenly believe that early retirement is a way to address labor shortages, as it might seem to free up positions. However, early retirement actually reduces the workforce, which is counterproductive in a labor shortage situation.

Explanations: Early retirement reduces the number of available workers, which is the opposite of what is needed during a labor shortage. In contrast, hiring new workers, overtime, and subcontracting all increase the workforce or utilize existing workers more effectively, addressing the labor shortage.

Option Analysis:

Option A: Early retirement reduces the workforce, which is not a labor shortage action.
Option B: Hiring new workers directly addresses the labor shortage by increasing the workforce.
Option C: Overtime utilizes existing workers more efficiently, addressing the labor shortage.
Option D: Subcontracting brings in additional workers from outside, addressing the labor shortage.

236. Below are components of acquisition of human resources EXCEPT

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

Exam Relevance: HRM exams, Management exams, Business exams

Difficulty: Easy

Concept notes: Orientation is not a component of the acquisition of human resources. The acquisition process typically includes recruitment, selection, and human resource planning.

Common Mistakes: Students may mistakenly believe that orientation is part of the acquisition process because it is an important step in integrating new employees into the organization.

Explanations: The acquisition of human resources involves the processes of identifying, attracting, and selecting qualified individuals to fill job positions. Recruitment, selection, and human resource planning are integral parts of this process. Orientation, on the other hand, is a post-hire activity aimed at familiarizing new employees with the organization's culture, policies, and procedures. Therefore, it is not considered part of the acquisition process.

Option Analysis:

Option A: Recruitment is a component of human resource acquisition as it involves attracting potential candidates to apply for job positions.
Option B: Selection is a component of human resource acquisition as it involves choosing the most suitable candidates from the pool of applicants.
Option C: Human resource planning is a component of human resource acquisition as it involves forecasting and planning for the organization's future staffing needs.
Option D: Orientation is not a component of human resource acquisition as it is a post-hire activity focused on integrating new employees into the organization.

237. In this type of job training, employees receive regular feedback and instruction from their manager.

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

Exam Relevance: HR Management, Organizational Behavior, Management Exams

Difficulty: Moderate

Concept notes: Coaching involves regular feedback and instruction from a manager to an employee.

Common Mistakes: Students may confuse coaching with mentoring, which typically involves a more informal and less structured relationship.

Explanations: Coaching is a form of job training where employees receive regular feedback and instruction from their manager. This type of training is designed to improve performance and skills through continuous guidance and support. The manager provides structured feedback and sets specific goals, making it distinct from other forms of training like shadowing or mentoring.

Option Analysis:

Option A: Correct. Coaching involves regular feedback and instruction from a manager.
Option B: Incorrect. On-the-job training typically involves learning by doing, but does not necessarily include regular feedback and instruction from a manager.
Option C: Incorrect. Shadowing involves observing a more experienced employee, but does not include regular feedback and instruction from a manager.
Option D: Incorrect. Mentoring is a less structured relationship where a more experienced individual provides guidance, but it does not necessarily involve regular feedback and instruction from a manager.

Mnemonic: C-R-I: Coaching, Regular, Instruction

238. Human resource management helps improve

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

Exam Relevance: HRM exams, Management exams, MBA exams

Difficulty: Moderate

Concept notes: Human resource management (HRM) focuses on optimizing the performance of employees and the overall workforce. By improving employee skills, motivation, and work environment, HRM directly contributes to enhancing productivity.

Common Mistakes: Students may confuse productivity with profit, thinking that HRM directly increases financial gains. However, HRM primarily aims to improve efficiency and effectiveness, which can indirectly lead to profit.

Explanations: Human resource management (HRM) plays a crucial role in improving productivity by ensuring that employees are well-trained, motivated, and working in an optimal environment. Effective HRM practices such as recruitment, training, performance management, and employee engagement directly contribute to higher productivity levels. By enhancing the skills and capabilities of the workforce, HRM ensures that employees can perform their tasks more efficiently, leading to increased productivity.

Option Analysis:

Option A: Production is a broader term that encompasses the creation of goods and services, but HRM specifically targets the efficiency and effectiveness of the workforce, which is more closely related to productivity.
Option B: Productivity is the correct answer as HRM focuses on improving the efficiency and effectiveness of employees, leading to higher output per unit of input.
Option C: Profit is a financial outcome that can be influenced by productivity, but HRM's primary focus is on improving workforce performance, not directly on financial gains.
Option D: Power is not a direct outcome of HRM practices. HRM aims to enhance employee performance and organizational effectiveness, not to increase power.

239. Which of the following is not a 'lab' in the sensitivity training, also known as Laboratory training?

Correct Answer: Correct answer is: (D) Organizational lab.

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

Difficulty: Moderate

Concept notes: Sensitivity training, also known as Laboratory training, involves various 'labs' designed to simulate different social and interpersonal scenarios. These labs are typically categorized based on the type of relationships and interactions they aim to explore.

Common Mistakes: Students may confuse the organizational lab with a type of sensitivity training lab, as organizational settings often involve interpersonal dynamics. However, the organizational lab is not a recognized category in sensitivity training.

Explanations: Sensitivity training includes labs such as the Cousin lab, Family lab, and Stranger lab, which are designed to explore different types of interpersonal relationships and dynamics. The Organizational lab, while it may involve interpersonal dynamics, is not a recognized category within the context of sensitivity training. Therefore, it is not a 'lab' in sensitivity training.

Option Analysis:

Option A: Cousin lab is a recognized lab in sensitivity training, focusing on exploring relationships within extended family dynamics.
Option B: Family lab is a recognized lab in sensitivity training, focusing on exploring relationships within immediate family dynamics.
Option C: Stranger lab is a recognized lab in sensitivity training, focusing on exploring interactions with unfamiliar individuals.
Option D: Organizational lab is not a recognized lab in sensitivity training, as it does not fit the specific categories of interpersonal relationships explored in sensitivity training.

240. The training effect that are to be measured consist of

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

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

Difficulty: Moderate

Concept notes: The training effect encompasses various measurable outcomes, including reaction, learning, and behavior.

Common Mistakes: Students may overlook the comprehensive nature of training effects and focus only on one aspect, such as learning, without considering the other components.

Explanations: Training effects are multifaceted and include changes in reaction time, learning outcomes, and observable behavior. Reaction measures how quickly a person responds to stimuli, learning assesses the acquisition of new knowledge or skills, and behavior evaluates changes in actions or habits. Therefore, all these aspects are integral to measuring the overall impact of training.

Option Analysis:

Option A: Reaction is a valid component of training effects, but it is not the only one.
Option B: Learning is another valid component, but it does not encompass all aspects of training effects.
Option C: Behavior is also a valid component, but it alone does not cover the full scope of training effects.
Option D: All of the above correctly identifies that training effects include reaction, learning, and behavior.

Mnemonic: R-L-B: Reaction, Learning, Behavior

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Human Resource Management MCQ - Set 24

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