Human Resource Management MCQ – Change your future

291. Which of the following is not a central Trade union in India?

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

Exam Relevance: UPSC, SSC, Banking Exams

Difficulty: Easy

Concept notes: The International Labour Organization (ILO) is not a central trade union in India. It is an agency of the United Nations that deals with labor issues.

Common Mistakes: Students may confuse ILO with a trade union due to its involvement in labor-related matters.

Explanations: The ILO is an international organization that sets labor standards, promotes rights at work, and enhances social protection and dialogue on work-related issues. It is not a trade union itself but works with trade unions globally. The other options (BHS, INTIC, AITUC) are central trade unions in India.

Option Analysis:

Option A: BHS (Bharatiya Harijan Sangh) is a central trade union in India.
Option B: ILO (International Labour Organization) is not a central trade union in India.
Option C: INTIC (Indian National Trade Union Congress) is a central trade union in India.
Option D: AITUC (All India Trade Union Congress) is a central trade union in India.

Mnemonic: ILO - International, not a union.

292. Human resource can be thought of as "the total knowledge, skill, creative abilities, talents and attitudes of an organisation's work force as well as the value attitudes and beliefs of the individuals involVed." Who gave this statement?

Correct Answer: Correct answer is: (A) Leon C. Megginson.

Exam Relevance: HRM exams, MBA exams, Management exams

Difficulty: Moderate

Concept notes: Leon C. Megginson is credited with defining human resources as the total knowledge, skill, creative abilities, talents, and attitudes of an organization's workforce, along with the value attitudes and beliefs of the individuals involved.

Common Mistakes: Students may confuse this definition with other management or organizational theories, leading to incorrect attribution.

Explanations: Leon C. Megginson's definition of human resources encompasses not only the skills and abilities of employees but also their attitudes and beliefs, which are crucial for organizational success. This holistic view of human resources is widely recognized and attributed to Megginson.

Option Analysis:

Option A: Correct. Leon C. Megginson is the author of the given statement.
Option B: Incorrect. Merton is not associated with this specific definition of human resources.
Option C: Incorrect. Philip Kotler is known for marketing theories, not human resource definitions.
Option D: Incorrect. "Philopho" is not a recognized name in this context.

293. The National Labor Relations Board provides guidance for HR in addressing:

Correct Answer: Correct answer is: (A) Unions and collective bargaining.

Exam Relevance: SHRM-CP, SHRM-SCP, PHR, SPHR

Difficulty: Moderate

Concept notes: The National Labor Relations Board (NLRB) is a federal agency that oversees labor relations in the private sector. It enforces the National Labor Relations Act (NLRA), which protects the rights of employees to organize, form, join, or assist labor unions, and engage in collective bargaining.

Common Mistakes: Students may mistakenly believe that the NLRB is responsible for all aspects of HR, including retirement plans and recruitment, which are not within its jurisdiction.

Explanations: The NLRB provides guidance and enforces regulations related to unions and collective bargaining. It ensures that employers and unions adhere to the NLRA, which includes the right to form and join unions, engage in collective bargaining, and take collective action for mutual aid and protection. This makes option A the correct answer.

Option Analysis:

Option A: Correct. The NLRB provides guidance on unions and collective bargaining.
Option B: Incorrect. Employee retirement plans are typically governed by the Employee Retirement Income Security Act (ERISA) and not the NLRB.
Option C: Incorrect. Recruitment is generally not within the purview of the NLRB.
Option D: Incorrect. Equal opportunity regulations are enforced by the Equal Employment Opportunity Commission (EEOC), not the NLRB.

Mnemonic: NLRB: Not for Retirement, But for Unions

294. The previous experience, educational requirements, equivalencies, occupational certifications, professional designations and driver's or other licenses are in the

Correct Answer: Correct answer is: (C) Review of application form and resume.

Exam Relevance: HR Management Exams, Recruitment and Selection Exams, Human Resources Certification Exams

Difficulty: Moderate

Concept notes: The review of application forms and resumes is a critical step in the hiring process where detailed information about a candidate's previous experience, educational background, certifications, and licenses is examined.

Common Mistakes: Students may mistakenly believe that this information is primarily gathered during the interview stage, overlooking the initial review of application materials.

Explanations: The review of application forms and resumes is where employers first assess a candidate's qualifications, including previous experience, educational requirements, equivalencies, occupational certifications, professional designations, and driver's or other licenses. This step is crucial for initial screening and determining whether a candidate meets the basic requirements for the position.

Option Analysis:

Option A: Selection tests are typically used to evaluate specific skills or aptitudes, not to review detailed qualifications.
Option B: Preliminary screening may involve a quick review of applications, but it does not delve into the detailed qualifications listed in the correct answer.
Option C: The review of application forms and resumes is where detailed qualifications are examined.
Option D: Interviews are used to further assess a candidate's suitability and fit, but not primarily for reviewing detailed qualifications.

295. There must be a clear reason why termination occurs and filled out on a document

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

Exam Relevance: HR Management, Employment Law, Business Ethics

Difficulty: Easy

Concept notes: The statement emphasizes the necessity of having a clear reason for termination and documenting it.

Common Mistakes: Students may overlook the importance of documentation in the termination process.

Explanations: Termination of employment must be justified with a clear reason, and this reason must be documented. This ensures transparency and accountability in the decision-making process.

Option Analysis:

Option A: Correct, as it aligns with the requirement for a clear reason and documentation.
Option B: Incorrect, as it contradicts the need for a clear reason and documentation.
Option C: Incorrect, as it suggests either option could be correct, which is not the case.
Option D: Incorrect, as it implies neither option is correct, which is not accurate.

296. Adding 'incentives' to job is included in

Correct Answer: Correct answer is: (B) Extrinsic motivation.

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

Difficulty: Easy

Concept notes: Extrinsic motivation refers to the external factors that drive individuals to engage in activities, such as incentives, rewards, or recognition.

Common Mistakes: Students may confuse intrinsic motivation with extrinsic motivation, as both can influence behavior but in different ways.

Explanations: Incentives are external factors that motivate individuals to perform a task. Since adding incentives to a job is an external factor, it falls under extrinsic motivation.

Option Analysis:

Option A: Intrinsic motivation involves internal factors such as personal satisfaction or interest, not external incentives.
Option B: Extrinsic motivation involves external factors such as incentives, rewards, or recognition, which aligns with the question.
Option C: Outsourced motivation is not a recognized term in motivational psychology.
Option D: In-house motivation is not a recognized term in motivational psychology.

Mnemonic: Remember: "E" for Extrinsic and "E" for External.

297. Organization Design and Manpower Planning are the ..... stage of management process.

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

Exam Relevance: MBA, HRM, Management Studies

Difficulty: Moderate

Concept notes: Organization Design and Manpower Planning are crucial components of the planning stage in the management process. They involve determining the structure of the organization and the number of employees needed to achieve organizational goals.

Common Mistakes: Students may confuse these activities with recruitment or training, which are subsequent steps in the management process.

Explanations: Organization Design and Manpower Planning are part of the planning stage because they involve strategic decisions about the structure and staffing of the organization. These activities precede recruitment and training, which are operational steps taken after the planning phase is completed.

Option Analysis:

Option A: Recruitment is a subsequent step that occurs after planning and involves hiring employees.
Option B: Training is another step that follows planning and involves developing the skills of employees.
Option C: Planning involves strategic decisions about the organization's structure and staffing, which includes Organization Design and Manpower Planning.
Option D: Thinking is a general term and not a specific stage in the management process.

298. Below are two features of the Soft HRM:

Correct Answer: Correct answer is: (D) Only (A) & (B).

Exam Relevance: HR Management, Organizational Behavior, Management Studies

Difficulty: Moderate

Concept notes: Soft HRM emphasizes a more humanistic approach to managing employees, focusing on communication and job satisfaction.

Common Mistakes: Students may incorrectly assume that financial methods of motivation are a key component of Soft HRM, which is not accurate.

Explanations: Soft HRM focuses on fostering a positive work environment through intensive two-way communication and job enrichment to enhance employee satisfaction. Financial methods of motivation are not a primary focus of Soft HRM, which distinguishes it from Hard HRM. Therefore, options A and B are correct, while option C is incorrect.

Option Analysis:

Option A: Intensive two-way communication is a key feature of Soft HRM, as it promotes a more open and collaborative work environment.
Option B: Job enrichment and satisfaction are central to Soft HRM, as they aim to improve the quality of work life and employee engagement.
Option C: Emphasizing financial methods of motivation is not a primary focus of Soft HRM, which instead focuses on non-financial, humanistic approaches.
Option D: This option correctly identifies the two features of Soft HRM as intensive two-way communication and job enrichment and satisfaction.

299. An advantage of delegation is

Correct Answer: Correct answer is: (B) Managers can concentrate on more important tasks.

Exam Relevance: MBA exams, HR management exams, business administration exams

Difficulty: Moderate

Concept notes: Delegation allows managers to focus on strategic and high-priority tasks by assigning routine or less critical tasks to subordinates.

Common Mistakes: Students may mistakenly believe that delegation reduces the workload of workers or that it diminishes managerial responsibilities.

Explanations: Delegation is a management practice where managers assign tasks to subordinates. This allows managers to focus on more important tasks, such as strategic planning, decision-making, and overseeing the overall direction of the organization. By delegating, managers can free up their time to concentrate on tasks that require their expertise and leadership, thereby improving overall efficiency and effectiveness.

Option Analysis:

Option A: Delegation does not necessarily mean workers have less work to do; it often means they take on different tasks.
Option B: This is the correct answer as delegation allows managers to focus on more critical tasks.
Option C: Delegation does not mean managers lose responsibilities; they still oversee the work and outcomes.
Option D: Delegation does not imply closer control; it often means giving subordinates more autonomy.

300. The rate at which people enter and leave employment in a business during a year.

Correct Answer: Correct answer is: (C) Employee Turnover.

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

Difficulty: Moderate

Concept notes: Employee turnover refers to the rate at which employees leave and are replaced in a business over a specific period, typically a year.

Common Mistakes: Students may confuse employee turnover with other human resource terms like layoffs or discharges, which are specific instances of employee departure rather than a rate.

Explanations: Employee turnover is the correct term for the rate at which people enter and leave employment in a business during a year. It encompasses both voluntary and involuntary departures and is a key metric for assessing the stability and health of an organization's workforce.

Option Analysis:

Option A: Layoff refers to a specific instance of terminating employees, usually due to economic reasons, and does not describe a rate of entry and exit.
Option B: Exit Interview is a process conducted with departing employees to gather feedback, but it does not measure the rate of turnover.
Option C: Employee Turnover is the correct term for the rate at which employees enter and leave a business over a year.
Option D: Discharge refers to the act of terminating an employee, often for cause, and does not describe a rate of turnover.

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Human Resource Management MCQ - Set 30

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