Human Resource Management MCQ – Change your future

391. Written tests, performance-simulation tests, realistic job preview and interviews are the .....

Correct Answer: Correct answer is: (C) Selection devices.

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

Difficulty: Moderate

Concept notes: Selection devices are tools and methods used in the recruitment process to evaluate candidates.

Common Mistakes: Students may confuse selection devices with the overall selection process or decision-making steps.

Explanations: Written tests, performance-simulation tests, realistic job previews, and interviews are all examples of selection devices. These tools are used to assess various aspects of a candidate's suitability for a job. They are not errors, the entire process, or the final decision, but specific methods used within the selection process.

Option Analysis:

Option A: Selection errors refer to mistakes made during the selection process, not the tools used.
Option B: The selection process encompasses all activities from job analysis to hiring, not just the tools used.
Option C: Selection devices are the specific tools and methods used to evaluate candidates.
Option D: The selection decision is the final choice made after using the selection devices.

Mnemonic: WRIT - Written, Realistic, Interview, Test

392. Who argued that the best way to motivate workers is to build opportunities for challenge and achievement into their jobs via job enrichment?

Correct Answer: Correct answer is: (C) Frederick Herzberg.

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

Difficulty: Moderate

Concept notes: Frederick Herzberg's Two-Factor Theory emphasizes the importance of job enrichment as a means to motivate employees by providing them with opportunities for challenge and achievement.

Common Mistakes: Students may confuse Frederick Herzberg with other motivational theorists such as Abraham Maslow or Frederick Taylor, who have different approaches to motivation.

Explanations: Frederick Herzberg proposed the Two-Factor Theory, which distinguishes between hygiene factors (which prevent dissatisfaction) and motivators (which lead to job satisfaction). Job enrichment, a key component of Herzberg's theory, involves designing jobs to include more responsibility, achievement, recognition, and opportunities for personal growth, thereby increasing motivation.

Option Analysis:

Option A: Adam Smith is known for his contributions to classical economics, not specifically for job enrichment theories.
Option B: Frederick Taylor is associated with scientific management and efficiency, not job enrichment.
Option C: Frederick Herzberg is the correct answer as he developed the Two-Factor Theory, which includes job enrichment as a key motivator.
Option D: Abraham Maslow is known for the Hierarchy of Needs, which does not specifically focus on job enrichment.

Mnemonic: Herzberg's Hygiene and Motivation

393. ABC Food Sdn. Bhd is a large manufacturer that employs nearly 800 workers. Executives at the company are interested in implementing a training and development program in order to improve employee competencies and enhance the firm's overall performance. Which of the following most likely supports the plan to establish a training program at ABC Food Sdn. Bhd?

Correct Answer: Correct answer is: (B) The firm has consistently had a high turnover rate in all departments.

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

Difficulty: Moderate

Concept notes: High turnover rates can indicate a lack of employee satisfaction, which may be addressed through training and development programs.

Common Mistakes: Students may mistakenly believe that the presence of a mentor program or the actions of other firms are more relevant to the decision to implement a training program.

Explanations: A high turnover rate suggests that employees are leaving the company at a high rate, which can be costly and disruptive. Implementing a training and development program can improve employee competencies, job satisfaction, and retention, thereby addressing the issue of high turnover.

Option Analysis:

Option A: Mentors for new employees is a common practice but does not directly address the need for a training program.
Option B: High turnover rate indicates a need for improvement in employee satisfaction and retention, which can be addressed through training.
Option C: The CEO's past experience with a training program does not necessarily indicate the need for one at ABC Food Sdn. Bhd.
Option D: Other firms implementing training programs does not directly support the need for a training program at ABC Food Sdn. Bhd.

394. 'incentives' given to employees are a part of

Correct Answer: Correct answer is: (B) Direct financial payments.

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

Difficulty: Moderate

Concept notes: Incentives given to employees are considered a form of direct financial payments.

Common Mistakes: Students may confuse incentives with non-financial rewards or benefits, which are not direct financial payments.

Explanations: Incentives are monetary rewards provided to employees to motivate them to achieve specific goals or performance levels. These rewards are directly tied to financial compensation and are therefore classified as direct financial payments.

Option Analysis:

Option A: Non-direct financial payments typically refer to benefits like health insurance or paid time off, not monetary incentives.
Option B: Direct financial payments include bonuses, commissions, and other monetary rewards that incentivize employees.
Option C: Compensation includes both direct and indirect financial payments, but incentives specifically fall under direct financial payments.
Option D: Pension benefits are a form of indirect financial payment, not direct financial incentives.

395. Human resource activity involving enforcement of company policy.

Correct Answer: Correct answer is: (D) Employee relations.

Exam Relevance: HRM exams, Management exams, Business exams

Difficulty: Moderate

Concept notes: Employee relations involve managing the interactions between the organization and its employees, including enforcing company policies.

Common Mistakes: Students may confuse employee relations with other HR functions like planning and staffing, which focus more on recruitment and development rather than policy enforcement.

Explanations: Employee relations encompass activities such as enforcing company policies, addressing employee grievances, and maintaining a positive work environment. This makes it the most appropriate choice for human resource activities involving the enforcement of company policies.

Option Analysis:

Option A: Service-providing business is not directly related to HR activities involving policy enforcement.
Option B: Planning and staffing focuses on recruitment and development, not policy enforcement.
Option C: Downsizing involves reducing the workforce, which is unrelated to enforcing company policies.
Option D: Employee relations involves managing interactions and enforcing policies, making it the correct choice.

Mnemonic: E-R: Enforce Rules

396. A fixed amount of pay for each week, month, or year

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

Exam Relevance: SAT, ACT, AP Economics

Difficulty: Easy

Concept notes: Salary refers to a fixed amount of pay for each week, month, or year.

Common Mistakes: Students may confuse salary with wage, which is typically based on hours worked.

Explanations: Salary is a fixed amount of pay that an employee receives regularly, such as weekly, monthly, or annually. This differs from a wage, which is typically based on the number of hours worked.

Option Analysis:

Option A: Wage is typically based on hours worked, not a fixed amount.
Option B: Salary is a fixed amount of pay for each week, month, or year.
Option C: Compensation is a broader term that includes salary, wages, and other benefits.
Option D: Income tax is a tax on income, not a form of pay.

Mnemonic: SALARY: "S" for "Set" amount, "A" for "Annual," "L" for "Lump sum," "A" for "Amount," "R" for "Regular," "Y" for "Yearly."

397. Which of the following is not a reason for increasing workforce diversity?

Correct Answer: Correct answer is: (B) Product Quality Consciousness.

Exam Relevance: GMAT, GRE, MBA entrance exams

Difficulty: Moderate

Concept notes: Workforce diversity is typically driven by factors such as changing demographics, political and legal systems, and globalization. Product quality consciousness, while important, is not a direct driver of workforce diversity.

Common Mistakes: Students may mistakenly believe that product quality consciousness directly influences workforce diversity, as both are important aspects of business strategy.

Explanations: Workforce diversity is influenced by external factors such as changing demographics, political and legal systems, and globalization. These factors create a need for diverse perspectives and skills within the workforce. Product quality consciousness, while crucial for business success, does not directly contribute to the need for a diverse workforce.

Option Analysis:

Option A: Changing demographics can lead to a more diverse workforce as the population becomes more varied.
Option B: Product quality consciousness is not a direct reason for increasing workforce diversity.
Option C: Political and legal systems can mandate or encourage diversity in the workforce.
Option D: Globalization of business often requires a diverse workforce to effectively operate in different markets.

398. Matrix used for anticipating future supply of HR is called .....

Correct Answer: Correct answer is: (A) Markov Analysis.

Exam Relevance: HR Management Exams, Business Analytics Exams, Operations Research Exams

Difficulty: Moderate

Concept notes: Markov Analysis is a statistical method used to predict future states based on current states. In HR, it is used to forecast the future supply of human resources by analyzing current employee data and transitions.

Common Mistakes: Students may confuse Markov Analysis with other statistical methods like Ratio Trend Analysis or Regression Analysis, which are not specifically designed for predicting future HR supply.

Explanations: Markov Analysis is the correct answer because it is specifically designed to predict future states based on current states. In the context of HR, it helps anticipate future supply by analyzing current employee data and transitions. Ratio Trend Analysis and Regression Analysis, while useful in other contexts, do not specifically address the prediction of future HR supply in the same way Markov Analysis does.

Option Analysis:

Option A: Markov Analysis is the correct method for predicting future HR supply based on current data.
Option B: Ratio Trend Analysis is used to identify trends in ratios over time but does not predict future HR supply.
Option C: Regression Analysis is used to understand relationships between variables but is not specifically designed for predicting future HR supply.
Option D: This option is incorrect because only Markov Analysis is specifically used for predicting future HR supply.

Mnemonic: Mnemonic: "Markov Moves, Ratio and Regression Rest."

399. The process for new employees to get familiar with their job environment. This is best described about .....

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

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

Difficulty: Easy

Concept notes: Orientation is the process of introducing new employees to their job environment, including company policies, procedures, and culture.

Common Mistakes: Students may confuse orientation with training, which focuses more on specific job skills rather than general company information.

Explanations: Orientation is specifically designed to help new employees become familiar with their job environment, including the company's policies, procedures, and culture. This process is distinct from training, which focuses more on the specific skills and tasks required for the job. Therefore, the correct answer is orientation.

Option Analysis:

Option A: Interview is the process of evaluating a candidate for a job, not familiarizing them with the job environment.
Option B: Orientation is the process of introducing new employees to their job environment, including company policies, procedures, and culture.
Option C: Team building is an activity designed to improve cooperation and collaboration among team members, not to familiarize new employees with the job environment.
Option D: Employee training is focused on teaching specific job skills and tasks, not on introducing new employees to the job environment.

400. Effective June 2021, Panasonic's solar module manufacturing factory in Kulim Hi-Tech Park, Kedah planned to double their production capacity due to an increase in demand for solar panels throughout Southeast Asia. Materials arrived in May 2021, however unfortunately the additional labour force could not fly to Malaysia as a second Covid-19 wave hits Bangladesh. Production needs to start on time but the Human Resource department is not able to hire additional local staff. Which of the below is not a recruitment alternative that Panasonic can do to solve this issue?

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

Exam Relevance: HR Management Exams, Operations Management Exams, Business Strategy Exams

Difficulty: Moderate

Concept notes: The question revolves around finding a suitable alternative to address the labor shortage in Panasonic's solar module manufacturing factory due to the second wave of the Covid-19 pandemic in Bangladesh. The correct answer is not a viable recruitment alternative in this context.

Common Mistakes: Students might mistakenly think that a partnership could directly solve the labor shortage issue, but a partnership typically involves collaboration with another entity for mutual benefit, not necessarily for immediate labor needs.

Explanations: A partnership involves a collaborative relationship with another entity, often for strategic or financial benefits. It does not directly address the immediate need for additional labor to start production on time. Overtime, subcontracting, and outsourcing are more direct methods to increase labor capacity in the short term.

Option Analysis:

Option A: Overtime can be used to increase labor capacity by having existing employees work additional hours.
Option B: Subcontracting involves hiring another company to perform the labor-intensive tasks, thus increasing production capacity.
Option C: Outsourcing involves transferring the production process to another company, which can quickly increase capacity.
Option D: Partnership does not directly address the immediate labor shortage issue and is not a recruitment alternative in this context.

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Human Resource Management MCQ - Set 40

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