Human Resource Management MCQ – Change your future

301. Which of the following statements about unemployment compensation is true?

Correct Answer: Correct answer is: (A) Unemployment compensation provides former employees with money for a certain period while they are unemployed.

Exam Relevance: AP Economics, SAT, ACT

Difficulty: Easy

Concept notes: Unemployment compensation is a government program that provides financial assistance to individuals who have lost their jobs through no fault of their own.

Common Mistakes: Students may mistakenly believe that unemployment compensation is available to anyone who is unemployed, regardless of the reason for unemployment.

Explanations: Unemployment compensation is designed to provide financial support to individuals who have lost their jobs through no fault of their own, such as layoffs or company closures. It is not available to those who have been employed for only a short period or for those who are unemployed due to work-related injuries. The federal government does not directly pay unemployment compensation; it is typically administered by state governments.

Option Analysis:

Option A: This statement is correct as it accurately describes the purpose of unemployment compensation.
Option B: This statement is incorrect because unemployment compensation is generally not available to individuals who have been employed for only a short period.
Option C: This statement is incorrect because unemployment compensation is not intended to cover lost work time due to work-related injuries; workers' compensation is the appropriate program for that.
Option D: This statement is incorrect because unemployment compensation is typically administered by state governments, not the federal government.

302. According to Fredrick Herzberg, person's "higher-level" needs are

Correct Answer: Correct answer is: (A) Accomplishment and recognition.

Exam Relevance: Organizational Behavior, Human Resource Management, Psychology

Difficulty: Moderate

Concept notes: Herzberg's Two-Factor Theory distinguishes between hygiene factors and motivators. Hygiene factors are basic needs like food, shelter, and secure income, while motivators are higher-level needs such as accomplishment and recognition.

Common Mistakes: Students often confuse hygiene factors with motivators, mistaking basic needs for higher-level needs.

Explanations: According to Herzberg's theory, higher-level needs are those that provide satisfaction and motivation beyond basic needs. Accomplishment and recognition are motivators that enhance job satisfaction and drive employees to perform better. These are not basic needs like food, shelter, or secure income, which are hygiene factors.

Option Analysis:

Option A: Correct. Accomplishment and recognition are higher-level needs that motivate employees.
Option B: Incorrect. Food and shelter are basic needs, not higher-level needs.
Option C: Incorrect. Friendships are important but not classified as higher-level needs in Herzberg's theory.
Option D: Incorrect. Secure income is a hygiene factor, not a higher-level need.

303. Porter and Lawler model is related to

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

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

Difficulty: Moderate

Concept notes: The Porter and Lawler model is a comprehensive framework that explains the relationship between job performance, satisfaction, and motivation.

Common Mistakes: Students may confuse the Porter and Lawler model with other theories related to perception or attitudes, as these models also deal with psychological factors in the workplace.

Explanations: The Porter and Lawler model focuses on the factors that influence job performance and satisfaction, including effort, ability, role perception, and rewards. It emphasizes the role of motivation in driving effort, which in turn affects performance and satisfaction. Therefore, the model is directly related to motivation.

Option Analysis:

Option A: The Porter and Lawler model does not primarily focus on perception, although perception can influence role clarity and effort.
Option B: The model does not primarily focus on attitudes, although attitudes can influence job satisfaction.
Option C: The model is directly related to motivation, as it explains how motivation influences effort and performance.
Option D: The model does not primarily focus on leadership, although leadership can influence role perception and rewards.

304. Which of the following is not the act of Corporate Governance?

Correct Answer: Correct answer is: (C) Fudging of Accounts.

Exam Relevance: CA Final, CFA Level 2, MBA Entrance Exams

Difficulty: Easy

Concept notes: Corporate governance involves the systems and processes used by organizations to direct and manage their business affairs. It includes protecting the interests of shareholders and employees, as well as ensuring compliance with laws and regulations, such as paying taxes.

Common Mistakes: Students may mistakenly believe that fudging accounts is a legitimate practice in corporate governance, as it might be seen as a way to protect the interests of shareholders or the company.

Explanations: Corporate governance is about ensuring transparency, accountability, and ethical behavior within an organization. Fudging of accounts, which involves manipulating financial records to misrepresent the true financial position of a company, is illegal and unethical. It does not align with the principles of corporate governance, which aim to protect the interests of stakeholders and ensure compliance with laws and regulations.

Option Analysis:

Option A: Protecting the interest of shareholders is a key aspect of corporate governance.
Option B: Protecting the interest of employees is also a part of corporate governance, as it ensures a fair and ethical work environment.
Option C: Fudging of Accounts is not an act of corporate governance; it is an illegal and unethical practice.
Option D: Paying Taxes to the Government is a legal obligation and part of corporate governance to ensure compliance with laws.

305. An evaluation process of employee's performance, in comparison to set standards is called

Correct Answer: Correct answer is: (A) Performance appraisal.

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

Difficulty: Easy

Concept notes: Performance appraisal is the systematic process of evaluating the performance of employees against set standards or objectives.

Common Mistakes: Students may confuse performance appraisal with compensation, which is the process of determining and providing financial rewards to employees.

Explanations: Performance appraisal involves assessing an employee's work performance, typically through a structured evaluation process. This process compares the employee's performance against predefined standards or goals. The other options do not fit this definition: compensation refers to financial rewards, counseling is a form of guidance, and design of evaluation is a broader concept that includes but is not limited to performance appraisal.

Option Analysis:

Option A: Correct. Performance appraisal is the systematic evaluation of employee performance against set standards.
Option B: Incorrect. Compensation refers to the financial rewards provided to employees, not the evaluation process.
Option C: Incorrect. Counseling is a form of guidance or support, not an evaluation process.
Option D: Incorrect. Design of evaluation is a broader concept that includes various types of evaluations, not specifically performance appraisal.

306. As the HR Administrator you have decided to configure position synchronization. However, when you enter a position on a worker's assignment, all other fields that you have, synchronize default intothe assignment, except for the Grade.What are two reasons for the Grade not defaulting? (Choose two.)

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

Exam Relevance: Oracle HRMS Certification, SAP HR Certification

Difficulty: Moderate

Concept notes: The Grade field not defaulting into the assignment can be due to specific configuration settings or missing data in the position.

Common Mistakes: Students may overlook the importance of profile options and position data in the synchronization process.

Explanations: The Grade field not defaulting into the assignment can be attributed to two reasons: 1. The PER ENFORCE VALID GRADES profile option is set to N, which means the system does not enforce the use of valid grades. 2. The position has no grades assigned to it, meaning there is no data available for the system to default into the assignment. These two reasons directly impact the synchronization process, preventing the Grade from being populated automatically.

Option Analysis:

Option A: The PER ENFORCE VALID GRADES profile option being set to N means the system does not enforce the use of valid grades, which can prevent the Grade from defaulting into the assignment.
Option B: If the position has no grades assigned to it, there is no data available for the system to default into the assignment, which explains why the Grade field is not populated.
Option C: The PER DEFAULT GRADE JOB POSITION profile option being set to N does not directly impact the Grade field not defaulting into the assignment, as it is not related to the synchronization process.
Option D: Only (A) & (B) are correct because they are the two reasons that directly impact the synchronization process and prevent the Grade from being populated automatically.

307. ..... means changing behaviour through rewards or punishments that are contingent on performance.

Correct Answer: Correct answer is: (A) Behaviour modification.

Exam Relevance: Psychology exams, Organizational Behavior exams

Difficulty: Moderate

Concept notes: Behaviour modification involves changing behavior through the use of rewards or punishments that are contingent on performance.

Common Mistakes: Students may confuse behavior modification with other psychological concepts such as operant conditioning, which is a related but distinct process.

Explanations: Behaviour modification is the process of changing behavior through the use of rewards or punishments that are contingent on performance. This approach is based on the principles of operant conditioning, where behaviors are reinforced or punished to increase or decrease their occurrence. The correct answer, A, accurately describes this concept.

Option Analysis:

Option A: Correct. Behaviour modification involves changing behavior through rewards or punishments contingent on performance.
Option B: Incorrect. Instrumentality refers to the belief that one's actions can lead to desired outcomes, not the process of changing behavior through rewards or punishments.
Option C: Incorrect. Hygiene factors are aspects of a job that are necessary to prevent dissatisfaction but do not lead to satisfaction, unrelated to behavior modification.
Option D: Incorrect. This option is not applicable as the correct answer is provided in option A.

308. Basic Objective Of Intelligent Tests Is.....

Correct Answer: Correct answer is: (A) To Pick Up Alert And Quick Employees At Learning Things.

Exam Relevance: GRE, GMAT, CAT

Difficulty: Easy

Concept notes: Intelligent tests aim to assess cognitive abilities and learning potential.

Common Mistakes: Students may confuse the purpose of intelligent tests with selecting employees based on qualifications or physical fitness.

Explanations: Intelligent tests are designed to identify individuals who are quick to learn and adapt, which aligns with the objective of picking alert and quick employees. These tests measure cognitive abilities such as problem-solving, reasoning, and learning speed, rather than specific qualifications or physical attributes.

Option Analysis:

Option A: Correct. Intelligent tests aim to identify individuals who are quick to learn and adapt.
Option B: Incorrect. Intelligent tests do not focus on selecting highly qualified employees based on qualifications.
Option C: Incorrect. Physical fitness is not the focus of intelligent tests.
Option D: Incorrect. Attitude is not the primary focus of intelligent tests.

309. Forecasts of human resources needs:

Correct Answer: Correct answer is: (D) Estimate in advance the number and type of people that are needed to meet organizational objectives.

Exam Relevance: HRM Exams, Management Exams, Business Administration Exams

Difficulty: Moderate

Concept notes: Forecasts of human resources needs involve predicting the future requirements of an organization in terms of the number and type of employees needed to achieve its goals.

Common Mistakes: Students may mistakenly believe that forecasts are always highly accurate or that they should only be done occasionally.

Explanations: Forecasts of human resources needs are essential for planning and ensuring that an organization has the right number and type of employees to meet its objectives. This involves estimating future requirements based on various factors such as business growth, changes in operations, and market conditions. The process is not error-free and requires a combination of quantitative and qualitative approaches to be effective.

Option Analysis:

Option A: Forecasts are not always scientific or error-free; they involve a degree of uncertainty and estimation.
Option B: Forecasts are important and should be conducted regularly to align with organizational goals and changes.
Option C: While quantitative approaches are useful, forecasts should also consider qualitative factors and not rely solely on sophisticated models.
Option D: This option correctly defines the purpose of human resources forecasts, which is to estimate future needs to meet organizational objectives.

310. Organisational slogans, statements or images give clues to how the organisation operations.

Correct Answer: Correct answer is: (D) Professed culture.

Exam Relevance: MBA, Organizational Behavior, Management Studies

Difficulty: Moderate

Concept notes: Professed culture refers to the officially stated values, beliefs, and behaviors that an organization claims to uphold. These are often communicated through slogans, statements, and images.

Common Mistakes: Students may confuse professed culture with actual culture, which is the real behavior and values observed within the organization.

Explanations: Organizational slogans, statements, and images are part of the professed culture. They represent the values and beliefs that the organization claims to uphold, even if these may not always align with the actual culture. Therefore, these elements give clues to how the organization operates according to its stated values.

Option Analysis:

Option A: Role culture is about the structure and roles within an organization, not the stated values or beliefs.
Option B: Task culture focuses on the tasks and projects, not the officially stated values or beliefs.
Option C: Organizational attributes refer to the characteristics of the organization, not specifically to the stated values or beliefs.
Option D: Professed culture is the correct answer as it directly relates to the officially stated values and beliefs communicated through slogans, statements, and images.

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Human Resource Management MCQ - Set 31

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