Human Resource Management MCQ – Change your future

241. Which of the following is a disadvantage of centralisation?

Correct Answer: Correct answer is: (D) Low levels of motivation amongst junior managers.

Exam Relevance: MBA, Management, Organisational Behaviour

Difficulty: Moderate

Concept notes: Centralisation involves making decisions at the top levels of an organisation, which can lead to reduced autonomy and motivation for junior managers.

Common Mistakes: Students may confuse centralisation with decentralisation, where junior managers have more decision-making power and potentially higher motivation.

Explanations: In a centralised structure, decision-making authority is concentrated at the top levels of the organisation. This can result in junior managers having limited autonomy and decision-making power, which can lead to low levels of motivation. Junior managers may feel their contributions are undervalued, leading to decreased job satisfaction and motivation.

Option Analysis:

Option A: Decisions made may not be in line with the overall business aims is incorrect because centralisation typically ensures that decisions align with the overall business strategy.
Option B: Increased costs of training is not a direct disadvantage of centralisation. Training costs are more related to the need for specific skills rather than the decision-making structure.
Option C: Inconsistent decision making across the organisation is incorrect because centralisation aims to ensure consistency in decision making by having a single point of authority.
Option D: Low levels of motivation amongst junior managers is correct because centralisation can reduce the autonomy and decision-making power of junior managers, leading to lower motivation.

242. A job enrichment is a way to

Correct Answer: Correct answer is: (A) Motivate employees.

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

Difficulty: Easy

Concept notes: Job enrichment is a method used in human resource management to enhance job satisfaction and motivation by increasing the depth and breadth of job responsibilities.

Common Mistakes: Students may confuse job enrichment with job enlargement, which focuses on increasing the number of tasks without necessarily increasing the depth of responsibilities.

Explanations: Job enrichment is designed to motivate employees by providing them with more meaningful and challenging work. It involves adding responsibilities that increase the employee's control over their work, such as decision-making authority, feedback mechanisms, and opportunities for personal growth. This approach aims to enhance job satisfaction and performance by addressing higher-level needs such as self-actualization and esteem.

Option Analysis:

Option A: Correct. Job enrichment is primarily aimed at motivating employees by enhancing their job roles.
Option B: Incorrect. Compensation is a different aspect of human resource management and does not directly relate to job enrichment.
Option C: Incorrect. Staffing new employees is a recruitment process and not related to job enrichment.
Option D: Incorrect. While job enrichment can indirectly affect compensation and staffing, it is specifically focused on motivating employees.

243. In career development, establishing self-career goals is included in

Correct Answer: Correct answer is: (A) An individual role.

Exam Relevance: HR Management, Organizational Behavior, Career Counseling

Difficulty: Easy

Concept notes: Establishing self-career goals is a personal responsibility that involves setting objectives and planning for one's own professional development.

Common Mistakes: Students may mistakenly believe that career goals are primarily set by employers or managers, rather than by the individual themselves.

Explanations: Setting self-career goals is an individual responsibility. It involves personal reflection, identifying career aspirations, and creating a plan to achieve them. This process is intrinsic to personal development and is not typically delegated to others.

Option Analysis:

Option A: Correct. Establishing self-career goals is an individual responsibility.
Option B: Incorrect. A managerial role typically involves guiding and supporting others, not setting personal career goals for individuals.
Option C: Incorrect. An employer role involves providing opportunities and resources, not setting personal career goals for employees.
Option D: Incorrect. A line manager's role is to manage and support employees, not to set their personal career goals.

244. .....Is The Pool For Applicants For Selection.

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

Exam Relevance: CAT, GMAT, GRE, HR Exams

Difficulty: Easy

Concept notes: Recruitment is the process of attracting, screening, and selecting qualified candidates for a job opening.

Common Mistakes: Students may confuse recruitment with other HR processes like induction, placement, or interview.

Explanations: Recruitment is the process of identifying and attracting potential candidates for a job opening. It involves creating a pool of applicants from which the best candidates can be selected. Induction, placement, and interview are subsequent steps in the hiring process but do not specifically refer to the pool of applicants.

Option Analysis:

Option A: Induction is the process of integrating new employees into the organization, not the pool of applicants.
Option B: Placement refers to assigning employees to specific roles or positions, not the pool of applicants.
Option C: Recruitment involves creating a pool of applicants for selection, making it the correct answer.
Option D: Interview is a method used to assess candidates, not the pool of applicants.

Mnemonic: R for Recruitment, R for Reservoir of candidates.

245. Firing the non-performing employees, HR manager is said to perform the

Correct Answer: Correct answer is: (D) Decisional role.

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

Difficulty: Moderate

Concept notes: The decisional role involves making decisions and taking actions that impact the organization. This includes firing non-performing employees, which is a critical decision that affects the company's performance and employee morale.

Common Mistakes: Students may confuse the decisional role with the interpersonal role, as both involve interactions with employees. However, the decisional role specifically focuses on making decisions that impact the organization.

Explanations: The HR manager's action of firing non-performing employees is a decision that directly impacts the organization's performance and structure. This aligns with the decisional role, which involves making critical decisions that affect the company. The other roles (interpersonal, informational, and supportive) do not encompass the decision-making aspect required for such actions.

Option Analysis:

Option A: The interpersonal role involves building relationships and communicating with employees, but does not include making critical decisions like firing employees.
Option B: The informational role involves gathering and disseminating information, but does not involve making decisions that impact the organization.
Option C: The supportive role involves providing support and resources to employees, but does not include making critical decisions like firing employees.
Option D: The decisional role involves making critical decisions that impact the organization, such as firing non-performing employees.

Mnemonic: Decisional = Decisions Impacting Organization

246. Recruitment and selection involves the following except

Correct Answer: Correct answer is: (C) Reduction of the work force.

Exam Relevance: HRM exams, Management exams, Business exams

Difficulty: Easy

Concept notes: Recruitment and selection processes are focused on bringing new employees into an organization, not on reducing the workforce.

Common Mistakes: Students may confuse workforce reduction with recruitment and selection processes, as both involve human resource management activities.

Explanations: Recruitment and selection involve identifying, attracting, and hiring qualified candidates to fill job positions. Building a pool of candidates, completing application forms, and employment planning and forecasting are all part of this process. Reduction of the workforce, however, is a separate activity that involves downsizing or laying off employees, which is not part of the recruitment and selection process.

Option Analysis:

Option A: Building a pool of candidates is a key step in recruitment and selection.
Option B: Completing application forms by applicants is a standard part of the recruitment process.
Option C: Reduction of the work force is not part of recruitment and selection; it is a separate HR activity.
Option D: Employment planning and forecasting are integral to the recruitment and selection process.

Mnemonic: RAS = Recruitment, Attraction, Selection (not Reduction)

247. The result of the translation of termination of employment due to something that results in the termination of the rights and obligations between the worker/laborer and the entrepreneur/employer, is referred to as?

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

Exam Relevance: Human Resource Management, Labor Law, Employment Law

Difficulty: Moderate

Concept notes: Dismissal refers to the termination of employment due to a specific event or reason that results in the end of the rights and obligations between the worker and the employer.

Common Mistakes: Students may confuse dismissal with other forms of employment termination, such as resignation or retirement.

Explanations: The term "dismissal" specifically refers to the termination of employment initiated by the employer, which ends the rights and obligations between the worker and the employer. This is distinct from other forms of employment termination, such as resignation or retirement, which are initiated by the employee.

Option Analysis:

Option A: Employment Contract is a legal agreement between the worker and the employer, not the termination of employment.
Option B: Dismissal is the correct term for the termination of employment initiated by the employer.
Option C: Training is the process of teaching skills and knowledge, not related to employment termination.
Option D: Selection is the process of choosing employees, not the termination of employment.

Mnemonic: D for Dismissal, D for Discharge.

248. "Third Party intervention" as "Conflict Resolution" is

Correct Answer: Correct answer is: (C) Required as a mandate, when conflict remains unresolved.

Exam Relevance: UPSC, GRE, GMAT, LSAT

Difficulty: Moderate

Concept notes: Third party intervention in conflict resolution is often seen as a last resort when direct negotiations between conflicting parties fail to resolve the issue.

Common Mistakes: Students may mistakenly believe that third party intervention is always necessary or that it is never a viable option.

Explanations: Third party intervention is typically required as a mandate when direct conflict resolution efforts between the parties involved have failed. This intervention can help mediate and facilitate a resolution that the conflicting parties cannot achieve on their own. The mandate aspect implies that it is a formal requirement when other methods have been exhausted.

Option Analysis:

Option A: This option suggests that third party intervention is often required, which is not accurate as it is generally a last resort.
Option B: This option implies that third party intervention is seldom required, which is also not accurate as it can be necessary in many unresolved conflicts.
Option C: This option correctly states that third party intervention is required as a mandate when conflict remains unresolved, aligning with the concept of it being a formal requirement when other methods fail.
Option D: This option suggests that third party intervention is never considered, which is incorrect as it is a recognized and often necessary method in conflict resolution.

249. System of working hours where the starting and stopping times are decided by employees. It refer to which type of alternative work scheduling?

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

Exam Relevance: Human Resource Management, Organizational Behavior, Management Studies

Difficulty: Moderate

Concept notes: Flexitime is a system of working hours where employees have the flexibility to choose their own starting and stopping times within a set core period.

Common Mistakes: Students may confuse flexitime with other alternative work schedules like teleworking or job sharing, which do not involve the same level of flexibility in working hours.

Explanations: Flexitime allows employees to decide their own working hours within a defined range, such as between 8 AM and 6 PM. This flexibility is the key characteristic that distinguishes flexitime from other work schedules. Teleworking involves working from a remote location, part-time working involves fewer hours than a full-time schedule, and job sharing involves two or more people sharing the responsibilities of one full-time job. None of these options provide the same level of flexibility in starting and stopping times as flexitime.

Option Analysis:

Option A: Flexitime is the correct answer as it allows employees to choose their own working hours within a set core period.
Option B: Teleworking involves working from a remote location, not flexible working hours.
Option C: Part-time working involves fewer hours than a full-time schedule, not flexible working hours.
Option D: Job sharing involves two or more people sharing the responsibilities of one full-time job, not flexible working hours.

Mnemonic: Flexitime: Flexible Time

250. Estimating future demand of HR on the basis of ratio of two variable is called.....

Correct Answer: Correct answer is: (B) Ratio Trend Technique.

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

Difficulty: Moderate

Concept notes: Ratio Trend Technique is a method used to estimate future demand for human resources by analyzing the historical ratio of two variables over time.

Common Mistakes: Students may confuse Ratio Trend Technique with other ratio-based methods, such as Ratio Analysis, which does not specifically focus on trends over time.

Explanations: The Ratio Trend Technique involves examining the historical relationship between two variables, such as the ratio of employees to sales or the ratio of employees to production output, over a period of time. By identifying trends in these ratios, organizations can forecast future HR needs based on projected changes in the variables. This technique is particularly useful for predicting future HR demand in a dynamic business environment.

Option Analysis:

Option A: Ratio Analysis technique is a broader term that does not specifically focus on trends over time.
Option B: Ratio Trend Technique is the correct term for estimating future HR demand based on the trend of the ratio of two variables over time.
Option C: Ratio-Input Technique is not a recognized term in HR forecasting.
Option D: Ratio-Output Technique is not a recognized term in HR forecasting.

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Human Resource Management MCQ - Set 25

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