Human Resource Management MCQ – Change your future

31. What are the means by which long-term objectives will be achieved?

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

Exam Relevance: MBA Exams, Strategic Management Exams, Business Administration Exams

Difficulty: Moderate

Concept notes: Strategies are the means by which long-term objectives are achieved. They outline the actions and plans that an organization will take to reach its goals.

Common Mistakes: Students may confuse strategies with policies, which are more general guidelines rather than specific action plans.

Explanations: Strategies are the specific plans and actions that an organization will take to achieve its long-term objectives. They are distinct from strengths and weaknesses, which are internal and external factors that can influence the achievement of objectives. Policies are broader guidelines that do not necessarily outline specific actions to achieve objectives.

Option Analysis:

Option A: Strategies are the means by which long-term objectives are achieved. They are specific plans and actions.
Option B: Strengths are internal factors that can help achieve objectives but are not the means themselves.
Option C: Weaknesses are internal factors that can hinder achieving objectives but are not the means themselves.
Option D: Policies are general guidelines and do not outline specific actions to achieve objectives.

Mnemonic: S-T-A-R-T: Strategies Take Action to Reach Targets

32. When each job is individually compared with every other in the organization, it is called

Correct Answer: Correct answer is: (B) Paired comparison method.

Exam Relevance: HR Exams, Management Exams, Competitive Exams

Difficulty: Easy

Concept notes: The paired comparison method involves comparing each job with every other job in the organization to determine their relative value.

Common Mistakes: Students may confuse the paired comparison method with the ranking method, which ranks jobs in a single list without direct pairwise comparisons.

Explanations: In the paired comparison method, each job is individually compared with every other job in the organization. This method ensures a detailed and direct comparison between all pairs of jobs, allowing for a more nuanced assessment of their relative worth. This approach is distinct from ranking methods, which do not involve pairwise comparisons but rather place jobs in a single ordered list.

Option Analysis:

Option A: The ranking method involves placing jobs in a single ordered list based on their overall value, without direct pairwise comparisons.
Option B: The paired comparison method involves comparing each job with every other job in the organization, which is the correct definition.
Option C: The point ranking method assigns points to jobs based on the presence of specific job factors, not direct pairwise comparisons.
Option D: The factor comparison method compares jobs based on specific compensable factors, not direct pairwise comparisons.

Mnemonic: PC - Pairwise Comparison

33. The word 'entrepreneur' means

Correct Answer: Correct answer is: (B) A person who sets up a business.

Exam Relevance: SAT, ACT, AP Economics

Difficulty: Easy

Concept notes: An entrepreneur is someone who identifies a business opportunity and takes the initiative to start a new business venture.

Common Mistakes: Students may confuse an entrepreneur with a manager, who typically oversees the operations of an existing business.

Explanations: The term 'entrepreneur' specifically refers to an individual who initiates and organizes a business venture, taking on financial risks in the hope of profit. This aligns with the definition provided in option B.

Option Analysis:

Option A: This describes a manager, not an entrepreneur.
Option B: This accurately defines an entrepreneur.
Option C: This describes a lender or investor, not an entrepreneur.
Option D: This is incorrect as option B is the correct definition.

34. Action learning is a training technique in which

Correct Answer: Correct answer is: (A) Trainee is allowed to work full time analyzing and solving problems in other departments.

Exam Relevance: HR Management Exams, MBA Entrance Exams, Management Competitions

Difficulty: Moderate

Concept notes: Action learning is a method where trainees are immersed in real-world problem-solving scenarios within different departments.

Common Mistakes: Students may confuse action learning with job rotation or case study methods, which involve different approaches to training.

Explanations: Action learning involves trainees working full-time on analyzing and solving problems in other departments. This approach emphasizes practical, hands-on experience and collaboration, which distinguishes it from other training methods. The trainee is not just observing or moving between departments for brief periods, but actively engaged in problem-solving activities.

Option Analysis:

Option A: This is the correct definition of action learning, where the trainee is fully engaged in problem-solving activities in different departments.
Option B: This describes job rotation, where the trainee moves between departments to gain a broad range of experiences, but not necessarily to solve problems.
Option C: This describes a case study method, where the trainee analyzes written descriptions of problems, but does not involve active problem-solving in real departments.
Option D: This describes external training, where the trainee is sent outside the organization for formal training, not involving internal problem-solving.

35. Which of the following training refers to exercising and developing the mental skills of employees?

Correct Answer: Correct answer is: (B) Cognitive training.

Exam Relevance: HR Management, Organizational Behavior, Psychology Exams

Difficulty: Moderate

Concept notes: Cognitive training focuses on enhancing mental skills such as problem-solving, memory, and decision-making.

Common Mistakes: Students may confuse cognitive training with behavioral training, which focuses on changing observable behaviors rather than mental processes.

Explanations: Cognitive training specifically targets the development of mental skills, such as problem-solving, memory, and decision-making. This type of training is designed to improve cognitive functions and mental agility, making it the correct choice for exercising and developing the mental skills of employees.

Option Analysis:

Option A: Behavioural training focuses on changing observable behaviors and actions, not mental skills.
Option B: Cognitive training is the correct choice as it targets the development of mental skills.
Option C: Induction is the process of introducing new employees to the organization and its culture, not specifically aimed at mental skill development.
Option D: Mentoring involves guidance and support from a more experienced individual, but it is not specifically focused on cognitive skill development.

Mnemonic: Cognitive = Cog (think)

36. One component of human resource development is

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

Exam Relevance: HRM exams, MBA exams, HR certification exams

Difficulty: Moderate

Concept notes: Performance appraisal is a component of human resource development as it involves evaluating employee performance and providing feedback to enhance their skills and productivity.

Common Mistakes: Students may confuse performance appraisal with other HR functions like remuneration or human resource planning, which are distinct processes.

Explanations: Performance appraisal is a critical part of human resource development because it assesses employee performance, identifies areas for improvement, and provides feedback to help employees grow and develop. This process is essential for aligning individual performance with organizational goals and fostering a culture of continuous improvement.

Option Analysis:

Option A: Performance appraisal is a component of human resource development as it involves evaluating employee performance and providing feedback to enhance their skills and productivity.
Option B: Remuneration, health, and safety are important HR functions but are not specifically components of human resource development.
Option C: Human resource planning is a strategic function that involves forecasting and addressing future HR needs, but it is not a direct component of human resource development.
Option D: Wages are a part of remuneration and do not directly relate to human resource development.

37. Observing CV's of candidates for rating by order, considered as

Correct Answer: Correct answer is: (C) Both A and B.

Exam Relevance: HR Management Exams, Recruitment Process Exams, Competitive Hiring Exams

Difficulty: Moderate

Concept notes: The process of observing candidates' CVs in a specific order can lead to both candidate order error and candidate contrast error.

Common Mistakes: Students may overlook the dual nature of the error, focusing only on one type of bias.

Explanations: Candidate order error occurs when the sequence in which CVs are reviewed influences the rating, leading to biased assessments. Candidate contrast error happens when the rating of a CV is influenced by the CVs reviewed immediately before and after it. Both errors can occur simultaneously when reviewing CVs in a specific order, making the correct answer "Both A and B."

Option Analysis:

Option A: Candidate order error is a valid form of bias in the review process.
Option B: Candidate contrast error is also a valid form of bias in the review process.
Option C: Both A and B are correct, as both types of errors can occur when reviewing CVs in a specific order.
Option D: This option is incorrect as both candidate order and contrast errors are relevant.

Mnemonic: Order and Contrast, Both Matter

38. Human Resources are:

Correct Answer: Correct answer is: (B) Human Resources are the people, including their skills, knowledge and abilities, who comprise an organisation.

Exam Relevance: HR Management, Organizational Behavior, Business Management

Difficulty: Easy

Concept notes: Human Resources (HR) refers to the individuals within an organization and their collective skills, knowledge, and abilities.

Common Mistakes: Students may confuse Human Resources with the department that manages employee relations and policies, rather than the people themselves.

Explanations: Human Resources are the individuals who make up an organization, encompassing their skills, knowledge, and abilities. This definition emphasizes the importance of the people within the organization, not just the department that manages them.

Option Analysis:

Option A: Incorrect. Human Resources are not the jobs in a business, but the people who perform those jobs.
Option B: Correct. Human Resources are the people, including their skills, knowledge, and abilities, who comprise an organization.
Option C: Incorrect. While skills, knowledge, and abilities are part of Human Resources, they do not define the entirety of Human Resources, which includes the people themselves.
Option D: Incorrect. Human Resources are not just groups of people, but the individuals and their collective attributes.

Mnemonic: People + Skills = HR

39. Consider the following Statements: Behavior modification is based on the idea that people will repeat behavior for which they are punished. Most firms link employees' pay to performance because financial incentives are extremely successful at motivating employees to perform above required standards. Standardized basic training methods tend to be less expensive than customized ones Which of the following statement(s) is/are true?

Correct Answer: Correct answer is: (C) Only 3.

Exam Relevance: GMAT, GRE, MBA entrance exams

Difficulty: Moderate

Concept notes: Behavior modification is based on the idea that people will repeat behavior for which they are rewarded, not punished. Financial incentives are often used to motivate employees, but their effectiveness can vary. Standardized training methods are generally less expensive than customized ones.

Common Mistakes: Students may incorrectly believe that punishment is a primary motivator in behavior modification or that financial incentives are universally effective.

Explanations: Behavior modification is based on the principle that behavior is more likely to be repeated if it is rewarded, not punished. Financial incentives can motivate employees, but their effectiveness is not guaranteed and can vary. Standardized training methods are typically less expensive than customized ones, making statement 3 the only true statement.

Option Analysis:

Option A: Incorrect because statement 1 is false and statement 2 is not necessarily true.
Option B: Incorrect because statement 1 is false.
Option C: Correct because only statement 3 is true.
Option D: Incorrect because statements 1 and 2 are not necessarily true.

40. Bankers and accountants are mostly having a specific personality type, known as

Correct Answer: Correct answer is: (D) Conventional.

Exam Relevance: GRE, GMAT, SHL, Watson-Glaser

Difficulty: Moderate

Concept notes: The conventional personality type is characterized by a preference for order, structure, and organization. Individuals with this personality type often excel in roles that involve detailed work, such as banking and accounting.

Common Mistakes: Students may confuse the conventional personality type with the investigative type, which is more associated with scientific and analytical work.

Explanations: Bankers and accountants typically require a high level of attention to detail, adherence to rules, and a structured approach to work. These traits align closely with the conventional personality type, which emphasizes order, routine, and precision. Therefore, the conventional personality type is the most fitting for these professions.

Option Analysis:

Option A: Realistic personality types are more suited to hands-on, practical work, which is not typically associated with banking and accounting.
Option B: Investigative personality types are more inclined towards scientific and analytical work, which does not align as closely with the structured and rule-based nature of banking and accounting.
Option C: Artistic personality types are more creative and expressive, which is not a primary characteristic of bankers and accountants.
Option D: Conventional personality types are characterized by a preference for order, structure, and routine, which aligns well with the nature of banking and accounting roles.

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Human Resource Management MCQ - Set 4

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