Human Resource Management MCQ – Change your future

261. The critical tasks of a job can be define using .....

Correct Answer: Correct answer is: (C) Critical incident approach.

Exam Relevance: HRM exams, Organizational Behavior exams, Industrial Psychology exams

Difficulty: Moderate

Concept notes: The critical incident approach is a method used in job analysis to identify critical tasks by examining specific instances of effective and ineffective job performance.

Common Mistakes: Students may confuse the critical incident approach with other job analysis methods, such as job scope or critical evaluation, which do not focus on specific incidents of performance.

Explanations: The critical incident approach involves collecting and analyzing specific instances of job performance that are particularly effective or ineffective. This method helps identify the critical tasks and behaviors that are essential for successful job performance. By focusing on these incidents, job analysts can determine the key responsibilities and competencies required for the job.

Option Analysis:

Option A: Job scope refers to the overall range of tasks and responsibilities associated with a job, but it does not specifically focus on identifying critical tasks through incidents of performance.
Option B: Job analyst is a professional who conducts job analysis, but it is not a method for defining critical tasks.
Option C: The critical incident approach is the correct method for defining critical tasks by examining specific instances of job performance.
Option D: Critical evaluation approach is not a standard term in job analysis and does not specifically refer to the method of identifying critical tasks through incidents.

Mnemonic: Critical Incidents: Identify Key Tasks

262. Two-way communication always comes with

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

Exam Relevance: Communication Studies, Business Communication, Public Relations

Difficulty: Easy

Concept notes: Two-way communication involves both sending and receiving information, which inherently includes feedback.

Common Mistakes: Students may confuse feedback with barriers or other elements of communication.

Explanations: In two-way communication, feedback is essential as it allows the sender to receive responses and adjust their message accordingly. This ensures that the communication is effective and that both parties understand each other.

Option Analysis:

Option A: Correct. Feedback is a key component of two-way communication.
Option B: Incorrect. A communication barrier is an obstacle to effective communication, not a component of two-way communication.
Option C: Incorrect. A notice is a form of one-way communication and does not involve feedback.
Option D: Incorrect. A contract is a formal agreement and does not directly relate to the concept of feedback in communication.

263. In which evaluation method, the evaluator is asked to describe the strong and weak aspects of the employee's behavior.

Correct Answer: Correct answer is: (C) Essay evaluation.

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

Difficulty: Moderate

Concept notes: Essay evaluation requires the evaluator to write a detailed description of the employee's performance, highlighting both strengths and weaknesses.

Common Mistakes: Students may confuse essay evaluation with other methods like graphic rating scales, which use predefined criteria and do not require a narrative description.

Explanations: Essay evaluation involves a written assessment where the evaluator describes the employee's behavior, focusing on both positive and negative aspects. This method allows for a detailed and personalized evaluation, making it distinct from other methods that may use numerical ratings or forced choices.

Option Analysis:

Option A: Graphic rating scale involves using a predefined set of criteria and numerical ratings, not a narrative description.
Option B: Forced choice requires the evaluator to choose from a set of predetermined statements, not write a description.
Option C: Essay evaluation requires the evaluator to write a detailed description of the employee's performance, including both strengths and weaknesses.
Option D: Management by Objective focuses on setting and achieving specific goals, not on describing behavior.

Mnemonic: EVE - Essay, Varying, Evaluation

264. The legislation in Caribbean countries which sets standards for health and safety provisions in the workplace is usually called

Correct Answer: Correct answer is: (D) Occupational safety and health act (OSHA).

Exam Relevance: Public Administration, Human Resource Management, Occupational Health and Safety

Difficulty: Moderate

Concept notes: The Occupational Safety and Health Act (OSHA) is a legislative framework designed to ensure safe and healthy working conditions by setting and enforcing standards.

Common Mistakes: Students may confuse OSHA with other acts such as trade union acts or equal opportunities acts, which have different focuses.

Explanations: The Occupational Safety and Health Act (OSHA) is specifically designed to set standards for health and safety provisions in the workplace. It is a legislative framework that aims to ensure safe and healthy working conditions by setting and enforcing standards. This makes it the correct answer as it directly addresses the legislation that sets standards for health and safety in the workplace.

Option Analysis:

Option A: Trade union acts focus on the rights and protections of workers within trade unions, not specifically on health and safety standards.
Option B: Equal opportunities acts are concerned with ensuring fair treatment and equal access to opportunities, not health and safety standards.
Option C: Truckers acts are specific to the transportation industry and do not cover general workplace health and safety standards.
Option D: Occupational safety and health act (OSHA) is the correct answer as it sets standards for health and safety provisions in the workplace.

265. The primary responsibility for human resource planning lies with

Correct Answer: Correct answer is: (B) General manager.

Exam Relevance: HRM exams, MBA exams, Management exams

Difficulty: Moderate

Concept notes: Human resource planning involves strategic decisions about the organization's workforce needs. The general manager, as the top executive, is responsible for overseeing these strategic decisions.

Common Mistakes: Students may mistakenly believe that the HR manager is solely responsible for human resource planning, overlooking the strategic oversight role of the general manager.

Explanations: The general manager is responsible for human resource planning because it is a strategic function that aligns with the overall business objectives. While the HR manager plays a crucial role in executing these plans, the overarching responsibility lies with the general manager who ensures that the organization's workforce strategy supports its strategic goals.

Option Analysis:

Option A: The HR Manager is responsible for executing human resource plans but not for the strategic oversight.
Option B: The General Manager is responsible for strategic human resource planning as it aligns with the overall business strategy.
Option C: The Trade Union Leader is not involved in strategic human resource planning within the organization.
Option D: The Line Manager is responsible for managing the day-to-day operations and workforce within their specific department, not for strategic human resource planning.

Mnemonic: GM for HR, GM for Strategy

266. Why would employers and employees have conflicting interests within the employment relationship?

Correct Answer: Correct answer is: (B) Labour is a cost to the business and therefore employers seek to restrict wage growth while employees attempt to gain the best possible wage increase.

Exam Relevance: Human Resource Management, Organizational Behavior, Labor Economics

Difficulty: Moderate

Concept notes: The conflicting interests between employers and employees arise from the fundamental economic principle that labour is a cost to the business. Employers aim to minimize costs, while employees seek to maximize their earnings.

Common Mistakes: Students may mistakenly believe that the conflict is solely due to legal minimum guidelines or that employees are always trying to disrupt the business.

Explanations: Employers view labour as a cost that must be managed to maintain profitability. They aim to restrict wage growth to control expenses. Conversely, employees seek to maximize their earnings to improve their standard of living. This inherent tension between cost control and wage demands creates a natural conflict of interest.

Option Analysis:

Option A: This option is incorrect because it incorrectly attributes the conflict to a management requirement rather than the economic principle of cost control.
Option B: This option correctly identifies the economic rationale behind the conflict, aligning with the principle that labour is a cost to the business.
Option C: This option is incorrect because it focuses on legal minimum guidelines, which are not the primary source of conflict.
Option D: This option is incorrect because it misrepresents the typical behavior of employees, who generally seek fair compensation rather than disrupting the business.

267. Human Resource Management involves the functions:

Correct Answer: Correct answer is: (B) Planning, organising, staffing, leading and controlling.

Exam Relevance: HRM exams, Management exams, MBA exams

Difficulty: Moderate

Concept notes: Human Resource Management (HRM) involves a set of core functions that are essential for managing the workforce effectively. These functions include planning, organizing, staffing, leading, and controlling.

Common Mistakes: Students often confuse HRM functions with other management functions or miss out on some of the key functions, such as leading.

Explanations: The correct answer is B because Human Resource Management encompasses the full range of activities needed to manage employees effectively. Planning involves forecasting HR needs, organizing involves structuring the HR department, staffing involves recruitment and selection, leading involves motivating and developing employees, and controlling involves performance evaluation and compliance with policies.

Option Analysis:

Option A: This option is incomplete as it only includes planning and controlling, missing out on organizing, staffing, and leading.
Option B: This option correctly identifies all the core functions of HRM.
Option C: This option includes marketing, which is not a core function of HRM, and misses out on organizing and controlling.
Option D: This option includes promoting, which is not a core function of HRM, and misses out on planning and leading.

Mnemonic: POLSAC: Planning, Organizing, Leading, Staffing, and Controlling.

268. Refer to below statement on working hours, which one is false statement?

Correct Answer: Correct answer is: (B) No employee shall be required under his contract to work more than 50 hours per week.

Exam Relevance: Civil Services Exam, Banking Exams, Management Exams

Difficulty: Moderate

Concept notes: The statement that is false is the one that does not align with standard labor laws or regulations regarding working hours.

Common Mistakes: Students may mistakenly believe that working more than 50 hours per week is a standard requirement, not realizing that labor laws often limit weekly working hours.

Explanations: Standard labor laws typically limit the maximum number of working hours per week to 40 hours, with some exceptions allowing up to 48 hours. Therefore, a requirement to work more than 50 hours per week is not in line with typical labor regulations, making option B the false statement.

Option Analysis:

Option A: This statement is true as it aligns with standard daily working hours limits.
Option B: This statement is false as it exceeds typical weekly working hours limits.
Option C: This statement is true as it aligns with standard break requirements.
Option D: This statement is true as it aligns with standard daily working hours limits including overtime.

269. The one of the following is the best reason for the reduced use of written tests is

Correct Answer: Correct answer is: (B) They are difficult to validate.

Exam Relevance: GRE, GMAT, MCAT

Difficulty: Moderate

Concept notes: The validation of written tests involves ensuring that the test measures what it is intended to measure and that the results are reliable and consistent. This process can be complex and time-consuming.

Common Mistakes: Students may mistakenly believe that written tests are less used because they are expensive or provide little information, but these are not the primary reasons.

Explanations: Written tests are often difficult to validate because ensuring that the test accurately measures the intended knowledge or skills requires rigorous analysis and validation procedures. This includes assessing the reliability, validity, and fairness of the test. The complexity and resource intensity of these validation processes can lead to the reduced use of written tests.

Option Analysis:

Option A: While constructing written tests can be challenging, this is not the primary reason for their reduced use.
Option B: The difficulty in validating written tests is a significant factor in their reduced use.
Option C: Administrative costs can be a factor, but they are not the main reason for the reduced use of written tests.
Option D: Written tests can provide substantial information, so this is not a valid reason for their reduced use.

270. Consider the following Statements: WORKFORCE AUDIT is a check on the skills and qualifications of all the existing employees of a company, and it MUST be the start point for Human Resource Planning. " HRIS refers to the systems and processes at the intersection between human resources management and information technology." Business management and administration careers keep businesses running, and they exist virtually everywhere, not just in office buildings, banks, or insurance companies. Which of the following statement(s) is/are true?

Correct Answer: Correct answer is: (C) Only 1, 2, 3.

Exam Relevance: HRM exams, Business Management exams, MBA exams

Difficulty: Moderate

Concept notes: The statements provided cover key concepts in human resource management and business administration. Each statement is true and relevant to the field.

Common Mistakes: Students may incorrectly assume that a workforce audit is not a necessary starting point for human resource planning, or they may not fully understand the role of HRIS in integrating human resources and information technology.

Explanations: Statement 1 is true because a workforce audit is indeed a critical tool for assessing the skills and qualifications of employees, which is essential for effective human resource planning. Statement 2 is true as HRIS is defined as the systems and processes that bridge human resources management and information technology. Statement 3 is true because business management and administration careers are diverse and can be found in various sectors beyond traditional office settings. Therefore, all three statements are correct.

Option Analysis:

Option A: Incorrect because it excludes statement 3.
Option B: Incorrect because it excludes statement 2.
Option C: Correct because it includes all three true statements.
Option D: Incorrect because it excludes statement 1.

Mnemonic: WAS-HRIS-BMA

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Human Resource Management MCQ - Set 27

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