Human Resource Management MCQ – Change your future

361. Management development is concerned with learning of

Correct Answer: Correct answer is: (C) Conceptual and creative skills.

Exam Relevance: MBA exams, HR management exams, leadership development assessments

Difficulty: Moderate

Concept notes: Management development focuses on enhancing the higher-order thinking skills necessary for effective leadership and strategic decision-making.

Common Mistakes: Students may confuse management development with technical training, which focuses on specific job skills rather than broader conceptual abilities.

Explanations: Management development is aimed at improving the ability to think strategically, solve complex problems, and innovate. These skills are categorized as conceptual and creative skills, which are essential for managers to lead and make decisions in dynamic environments. Mechanical and specific job skills, while important, are not the primary focus of management development programs.

Option Analysis:

Option A: Mechanical skills are not the focus of management development as they pertain to specific tasks rather than broader management capabilities.
Option B: Specific job skills are important but are more aligned with technical training rather than management development.
Option C: Conceptual and creative skills are the core focus of management development as they enable strategic thinking and innovation.
Option D: While all skills are important, management development specifically targets conceptual and creative skills, not all of the above.

362. Procedure that aims to assess probable success of assignees, in handling of a foreign transfer is classified as

Correct Answer: Correct answer is: (A) Adaptability screening.

Exam Relevance: MBA, HR Management, International Business

Difficulty: Moderate

Concept notes: Adaptability screening is a process used to evaluate the potential success of assignees in handling foreign transfers by assessing their ability to adapt to new cultural and business environments.

Common Mistakes: Students may confuse adaptability screening with ethnocentric screening, which focuses more on the assignee's ability to work within their own cultural norms rather than adapting to new ones.

Explanations: Adaptability screening is specifically designed to assess the ability of assignees to adapt to new cultural and business environments, which is crucial for the success of foreign transfers. This screening process evaluates the assignee's flexibility, openness to new experiences, and ability to cope with change, making it the most appropriate choice for assessing probable success in handling foreign transfers.

Option Analysis:

Option A: Correct. Adaptability screening assesses the ability to adapt to new environments, which is key for foreign transfers.
Option B: Incorrect. Ethnocentric screening focuses on the assignee's ability to work within their own cultural norms, not adaptability.
Option C: Incorrect. Polycentric screening evaluates the assignee's ability to work in multiple cultural contexts but does not specifically focus on adaptability.
Option D: Incorrect. Geocentric screening assesses the assignee's global mindset and ability to work in any cultural context, but it does not specifically focus on adaptability.

363. Techniques of studying a job to identify the skills, knowledge, experience and other requirements necessary to perform a job. This is refer to .....

Correct Answer: Correct answer is: (D) Job analysis.

Exam Relevance: HRM exams, I/O Psychology exams, Management exams

Difficulty: Moderate

Concept notes: Job analysis is the systematic process of gathering and evaluating information about the duties, responsibilities, and requirements of a job.

Common Mistakes: Students may confuse job analysis with job description, which only outlines the tasks and responsibilities of a job without detailing the skills and knowledge required.

Explanations: Job analysis involves studying a job to identify the skills, knowledge, experience, and other requirements necessary to perform the job effectively. This process goes beyond just listing job duties and includes understanding the competencies needed for successful job performance.

Option Analysis:

Option A: Job description outlines the tasks and responsibilities of a job but does not include the detailed analysis of skills and knowledge required.
Option B: Job requirement refers to the specific qualifications needed for a job but does not encompass the comprehensive study involved in job analysis.
Option C: Person requirement refers to the individual qualifications needed for a job but does not cover the broader scope of job analysis.
Option D: Job analysis is the correct term for the process of studying a job to identify the skills, knowledge, experience, and other requirements necessary to perform the job.

Mnemonic: J.A. = Job Analysis

364. High outer loading means that the indicator is highlyrepresentative of the.....

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

Exam Relevance: Psychometrics, Structural Equation Modeling, Factor Analysis

Difficulty: Moderate

Concept notes: High outer loading indicates that the indicator is strongly related to the construct it is intended to measure.

Common Mistakes: Students may confuse high outer loading with high inner loading, which refers to the relationship between indicators within a construct rather than the relationship between the indicator and the construct itself.

Explanations: High outer loading means that the indicator is highly representative of the construct. This is because the construct is the overarching concept or theoretical idea that the indicator is supposed to measure. High outer loading indicates a strong correlation between the indicator and the construct, suggesting that the indicator is a reliable and valid measure of the construct.

Option Analysis:

Option A: Correct. High outer loading indicates the indicator is highly representative of the construct.
Option B: Incorrect. Dimension refers to a specific aspect or component of a construct, not the overall construct itself.
Option C: Incorrect. Instrument refers to the tool or method used to measure the construct, not the construct itself.
Option D: Incorrect. Questioner is not a relevant term in this context.

365. Crucial functions for company's survival is managed by

Correct Answer: Correct answer is: (C) Line manager.

Exam Relevance: MBA, HRM, Business Management

Difficulty: Moderate

Concept notes: Line managers are responsible for managing the core functions that are essential for a company's survival and day-to-day operations.

Common Mistakes: Students may confuse the roles of line managers with those of financial or staff managers, who handle more specialized functions.

Explanations: Line managers oversee the primary activities that directly contribute to the company's products or services. These activities are crucial for the company's survival and operational success. Financial managers and staff managers, while important, focus on specialized functions that support the core operations but are not directly responsible for the company's survival.

Option Analysis:

Option A: Financial managers handle financial planning, budgeting, and accounting, which are critical but not the primary functions for survival.
Option B: Staff managers manage human resources and administrative functions, which are supportive but not the core survival functions.
Option C: Line managers manage the core operational functions that are essential for the company's survival.
Option D: Both A and B are incorrect as they do not encompass the primary survival functions managed by line managers.

366. An entrepreneur who is neither willing to introduce new changes nor to adopt new methods is known as:

Correct Answer: Correct answer is: (D) Drone Entrepreneur.

Exam Relevance: CAT, GMAT, GRE, MBA entrance exams

Difficulty: Moderate

Concept notes: A Drone Entrepreneur is an individual who is neither willing to introduce new changes nor adopt new methods, often sticking to traditional ways of doing business.

Common Mistakes: Students may confuse the term "Drone Entrepreneur" with "Innovative Entrepreneur," as both terms relate to entrepreneurship but have opposite meanings.

Explanations: The term "Drone Entrepreneur" refers to an entrepreneur who is resistant to change and innovation, preferring to maintain the status quo. This aligns with the description provided in the question, making it the correct answer.

Option Analysis:

Option A: Adoptive Entrepreneur refers to someone who is willing to adopt new methods and changes, which is the opposite of the description given.
Option B: Fabian Entrepreneur is not a standard term in entrepreneurship and does not fit the description provided.
Option C: Innovative Entrepreneur refers to someone who actively introduces new changes and methods, which is the opposite of the description given.
Option D: Drone Entrepreneur accurately describes an entrepreneur who is resistant to change and innovation, fitting the description provided.

Mnemonic: D for Drone, D for Dull, D for Disinterested in change.

367. The change in specialization and integration in organization context is called:

Correct Answer: Correct answer is: (C) Organizational restructuring.

Exam Relevance: MBA, HRM, Organizational Behavior

Difficulty: Moderate

Concept notes: Organizational restructuring involves changes in the way an organization is structured, including changes in specialization and integration.

Common Mistakes: Students may confuse organizational restructuring with other organizational processes such as coordination or feedback, which do not specifically involve changes in specialization and integration.

Explanations: Organizational restructuring refers to the process of changing the structure of an organization, which can include altering the levels of specialization and integration among departments or teams. This change aims to improve efficiency, effectiveness, and adaptability. The other options do not specifically address changes in specialization and integration.

Option Analysis:

Option A: Coordination refers to the process of aligning activities and efforts within an organization, but it does not specifically involve changes in specialization and integration.
Option B: Cooperation involves working together towards a common goal, but it does not specifically address changes in organizational structure.
Option C: Organizational restructuring involves changes in the structure of an organization, including specialization and integration, making it the correct answer.
Option D: Feedback is the process of providing information about performance to improve future outcomes, but it does not involve changes in specialization and integration.

368. Which of the following are "hygiene factors"?

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

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

Difficulty: Moderate

Concept notes: Hygiene factors are aspects of a job that are necessary to prevent dissatisfaction but do not necessarily lead to job satisfaction. They include elements like salary and work conditions.

Common Mistakes: Students often confuse hygiene factors with motivators. Hygiene factors prevent dissatisfaction, while motivators lead to job satisfaction.

Explanations: Hygiene factors are elements that are necessary to prevent job dissatisfaction but do not directly contribute to job satisfaction. Salary and work conditions are typical hygiene factors. Achievement, on the other hand, is a motivator that can lead to job satisfaction. Therefore, only options (A) and (B) are correct.

Option Analysis:

Option A: Salary is a hygiene factor as it prevents dissatisfaction but does not necessarily lead to job satisfaction.
Option B: Work conditions are also a hygiene factor as they prevent dissatisfaction but do not directly contribute to job satisfaction.
Option C: Achievement is a motivator, not a hygiene factor, as it can lead to job satisfaction.
Option D: This option correctly identifies salary and work conditions as hygiene factors.

Mnemonic: SALARY, WORK = S.W.A.T. (Satisfies Without Adding Thrill)

369. ..... describes about the duties and responsibilities of a job.

Correct Answer: Correct answer is: (C) Job description.

Exam Relevance: HR Management, Organizational Behavior, Business Administration

Difficulty: Moderate

Concept notes: A job description outlines the duties, responsibilities, and qualifications required for a specific job.

Common Mistakes: Students may confuse job description with job specification, which focuses more on the qualifications and skills needed for the job.

Explanations: A job description provides a detailed account of the tasks, duties, and responsibilities associated with a particular job role. It serves as a guide for employees and managers to understand what is expected in the role. Job specifications, on the other hand, detail the qualifications, skills, and experience required to perform the job effectively.

Option Analysis:

Option A: Job title refers to the name given to a job position, not the duties and responsibilities.
Option B: Job specification outlines the qualifications and skills needed for the job, not the duties and responsibilities.
Option C: Job description accurately describes the duties and responsibilities of a job.
Option D: Job authorization refers to the authority granted to perform certain tasks, not the duties and responsibilities.

370. The performance Appraisal method BARS stands for

Correct Answer: Correct answer is: (D) Behavioral Anchored Ranking Scale.

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

Difficulty: Easy

Concept notes: Behavioral Anchored Rating Scale (BARS) is a performance appraisal method that uses a scale with specific behavioral examples to evaluate employee performance.

Common Mistakes: Students may confuse BARS with other performance appraisal methods like BARS (Behavioral Assessment Rating Scale) or BARS (Behavioral Attitude Ranking System), which are not standard terms.

Explanations: BARS stands for Behavioral Anchored Rating Scale. This method uses a scale with specific behavioral examples to evaluate employee performance. The term "Behavioral Anchored" refers to the use of specific behaviors as anchors or reference points on the rating scale. This makes the evaluation more objective and consistent.

Option Analysis:

Option A: Behavioral Attitude rating system is incorrect as it does not align with the standard term used in performance appraisal methods.
Option B: Behavioral Attitude ranking System is incorrect as it does not align with the standard term used in performance appraisal methods.
Option C: Behavioral Aptitude Ranking System is incorrect as it does not align with the standard term used in performance appraisal methods.
Option D: Behavioral Anchored Ranking Scale is the correct term used in performance appraisal methods.

Mnemonic: BARS: Behave, Anchor, Rate, Scale

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Human Resource Management MCQ - Set 37

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