Human Resource Management MCQ – Change your future

401. Which of the following is not a peculiarity of labour market?

Correct Answer: Correct answer is: (A) Worker can sell not only his own labour but also the labour of his fellow workers.

Exam Relevance: Economics exams, MBA entrance exams, Public Sector exams

Difficulty: Easy

Concept notes: In the labour market, workers can only sell their own labour, not the labour of others. This is a fundamental peculiarity of the labour market.

Common Mistakes: Students may mistakenly believe that workers can sell the labour of others, similar to how goods can be sold by intermediaries in other markets.

Explanations: The labour market is unique because workers can only sell their own labour. They do not have the authority to sell the labour of other workers. This is a key peculiarity that distinguishes the labour market from other markets where intermediaries can sell goods on behalf of others.

Option Analysis:

Option A: This is not a peculiarity of the labour market because workers cannot sell the labour of others.
Option B: This is a peculiarity of the labour market as the number of employers (buyers) is often less than the number of workers (sellers).
Option C: This is a peculiarity of the labour market as labour is often constrained by geographical factors.
Option D: This is a peculiarity of the labour market as workers may face barriers to moving to different locations or industries.

402. Slyvie was informed by her supervisor that she has to: i) take 2 orders per minute ii) turn off the fryer when the buzzer soundsiii) smile at the customersThis is the ..... step in the performance appraisal process.

Correct Answer: Correct answer is: (A) Setting appraisal criteria.

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

Difficulty: Moderate

Concept notes: The performance appraisal process involves several steps, including setting appraisal criteria, reviewing performance, conducting an appraisal discussion, and holding an appraisal interview. Setting appraisal criteria is the initial step where specific expectations and standards are established for the employee.

Common Mistakes: Students may confuse the setting of appraisal criteria with the review of performance, as both involve evaluating employee actions. However, setting criteria is about defining what is expected, while reviewing performance is about assessing whether those expectations have been met.

Explanations: The supervisor's instructions to Slyvie to take 2 orders per minute, turn off the fryer when the buzzer sounds, and smile at customers are examples of setting specific criteria for her performance. These instructions define the expectations and standards that will be used to evaluate her work during the performance appraisal process.

Option Analysis:

Option A: Correct. The supervisor's instructions are setting specific criteria for Slyvie's performance.
Option B: Incorrect. Reviewing performance involves assessing whether the criteria have been met, not setting them.
Option C: Incorrect. An appraisal discussion is a conversation about the performance review, not setting criteria.
Option D: Incorrect. An appraisal interview is a formal meeting to discuss the performance review, not setting criteria.

403. 'management turnover' can be best classified as

Correct Answer: Correct answer is: (D) Potential Weaknesses.

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

Difficulty: Moderate

Concept notes: Management turnover refers to the rate at which managers leave a company. High turnover can indicate instability, loss of expertise, and potential disruptions in organizational processes.

Common Mistakes: Students may confuse management turnover with positive organizational change, overlooking the potential negative impacts on company stability and performance.

Explanations: Management turnover is classified as a potential weakness because it can lead to instability, loss of institutional knowledge, and decreased morale among employees. High turnover rates can disrupt operations and require significant resources to recruit and train new managers, thereby weakening the organization.

Option Analysis:

Option A: Management turnover is not typically seen as an opportunity, as it often involves the loss of key personnel and can disrupt operations.
Option B: While management turnover can pose threats, it is more accurately classified as a weakness due to its internal nature and impact on organizational stability.
Option C: Management turnover does not represent a strength, as it often involves the departure of experienced managers and can lead to operational disruptions.
Option D: Management turnover is correctly classified as a potential weakness because it can lead to instability, loss of expertise, and increased costs associated with recruitment and training.

404. A belief in working hard

Correct Answer: Correct answer is: (A) Work Ethic.

Exam Relevance: SAT, ACT, AP Psychology

Difficulty: Easy

Concept notes: Work Ethic refers to a belief in the importance of hard work and diligence.

Common Mistakes: Students may confuse "Work Ethic" with "Hardly Working," which implies not working much.

Explanations: Work Ethic is a belief in the value of hard work and dedication. It aligns with the concept of working hard, making it the correct answer.

Option Analysis:

Option A: Correct, as it directly relates to the belief in working hard.
Option B: Incorrect, as "Hardly Working" implies minimal effort, opposite to the concept of working hard.
Option C: Incorrect, as "Steady but sure" does not specifically address the belief in working hard.
Option D: Incorrect, as "More fries with that please" is unrelated to the concept of working hard.

405. Which term means actively looking for qualified employees?

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

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

Difficulty: Easy

Concept notes: Recruiting involves actively seeking out and attracting qualified candidates for job positions.

Common Mistakes: Students may confuse recruiting with other HR functions like background checks or job descriptions.

Explanations: Recruiting is the process of actively searching for and attracting qualified candidates to fill job positions. It involves various activities such as advertising job openings, screening resumes, and conducting interviews. The other options do not fit the definition of actively looking for qualified employees.

Option Analysis:

Option A: Background check is a verification process conducted after a candidate is selected, not an active search for candidates.
Option B: Recruiting is the process of actively seeking out and attracting qualified candidates for job positions.
Option C: Evaluation is the process of assessing the performance of employees, not an active search for candidates.
Option D: Job description is a document that outlines the responsibilities and requirements of a job, not an active search for candidates.

Mnemonic: R - Recruitment: Roving Recruiters

406. Which questions are the most typical for a job interview?

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

Exam Relevance: Job interviews, HR assessments, recruitment exams

Difficulty: Easy

Concept notes: Situational questions are designed to assess how a candidate would handle specific job-related scenarios.

Common Mistakes: Students may confuse situational questions with hypothetical questions, which are more abstract and less job-specific.

Explanations: Situational questions are the most typical in job interviews because they directly relate to the job role and help assess a candidate's problem-solving skills and decision-making abilities in realistic scenarios.

Option Analysis:

Option A: Hypothetical questions are less common as they are more abstract and less directly related to job-specific scenarios.
Option B: Situational questions are the most typical as they are job-specific and assess practical problem-solving skills.
Option C: Rhetorical questions are not typically used in job interviews as they do not elicit useful information about the candidate's abilities.
Option D: Multiple choice questions are not common in face-to-face interviews as they do not allow for detailed responses or assessment of reasoning.

Mnemonic: SIT: Situational, Interview, Typical

407. A plan that shows how the various jobs in a company relate to one another is a:

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

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

Difficulty: Easy

Concept notes: An organizational structure is a plan that shows how the various jobs in a company relate to one another.

Common Mistakes: Students may confuse organizational structure with job analysis, which focuses on the tasks and responsibilities of individual jobs rather than their relationships.

Explanations: An organizational structure illustrates the hierarchy, roles, and relationships between different positions within a company. It provides a clear depiction of how various jobs are interconnected and how they fit into the overall framework of the organization. This makes it the correct answer as it directly addresses the question of how jobs relate to one another.

Option Analysis:

Option A: Benefit refers to advantages or perks provided to employees, not a plan showing job relationships.
Option B: Delegate refers to the act of assigning tasks to others, not a plan showing job relationships.
Option C: Organizational structure is the correct answer as it shows how jobs relate to one another within a company.
Option D: Job analysis focuses on the tasks and responsibilities of individual jobs, not their relationships within the organization.

408. Participation of all employees to help the organization meet goals

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

Exam Relevance: HR Management, Organizational Behavior, Management Studies

Difficulty: Moderate

Concept notes: Employee Involvement refers to the active participation of all employees in the organization's activities to achieve its goals.

Common Mistakes: Students may confuse Employee Involvement with Job Analysis, which focuses on defining job roles and responsibilities rather than employee participation.

Explanations: Employee Involvement is the correct answer because it directly addresses the participation of all employees to help the organization meet its goals. This concept emphasizes the importance of engaging employees in decision-making processes and encouraging their active contribution to organizational success.

Option Analysis:

Option A: Job Analysis is the process of collecting and evaluating information about the duties, responsibilities, and specifications of a job. It does not directly relate to employee participation in achieving organizational goals.
Option B: Contemporary Challenges refers to the current issues and problems faced by organizations, but it does not specifically address employee participation.
Option C: Employee Involvement is the correct answer as it focuses on the active participation of all employees to help the organization meet its goals.
Option D: Downsizing refers to reducing the size of an organization, typically through layoffs or restructuring, and does not relate to employee participation in achieving goals.

409. Salary, relationships and physical working conditions are examples of

Correct Answer: Correct answer is: (C) Herzberg's hygiene factors.

Exam Relevance: Organizational Behavior, Human Resource Management, Industrial Psychology

Difficulty: Moderate

Concept notes: Herzberg's two-factor theory distinguishes between hygiene factors and motivating factors. Hygiene factors are extrinsic elements that can cause dissatisfaction if not met but do not necessarily motivate employees when present.

Common Mistakes: Students may confuse hygiene factors with motivating factors, which are intrinsic and can lead to job satisfaction.

Explanations: Salary, relationships, and physical working conditions are examples of hygiene factors according to Herzberg's theory. These factors are necessary to prevent job dissatisfaction but do not directly motivate employees. They are extrinsic elements that address basic needs and expectations in the workplace.

Option Analysis:

Option A: Maslow's safety needs include security and protection, which are not directly related to the context of workplace hygiene factors.
Option B: Maslow's esteem needs involve recognition and respect, which are intrinsic and more closely related to motivating factors rather than hygiene factors.
Option C: Herzberg's hygiene factors include salary, relationships, and physical working conditions, which are extrinsic and necessary to prevent dissatisfaction.
Option D: Herzberg's motivating factors include achievement, recognition, and responsibility, which are intrinsic and lead to job satisfaction.

410. In traditional focus, reward is based on

Correct Answer: Correct answer is: (D) Compensation and benefits.

Exam Relevance: HRM exams, Management exams, Business exams

Difficulty: Moderate

Concept notes: In traditional focus, reward systems are primarily based on compensation and benefits.

Common Mistakes: Students may confuse performance appraisal with compensation and benefits, as both are related to employee evaluation and reward.

Explanations: Traditional focus in human resource management emphasizes the use of compensation and benefits as the primary means of rewarding employees. This includes salary, bonuses, health insurance, retirement plans, and other perks. These tangible rewards are seen as direct incentives that motivate employees and recognize their contributions.

Option Analysis:

Option A: Training and development are important for employee growth but are not the primary basis for traditional rewards.
Option B: Performance appraisal is a process to evaluate employee performance but does not directly constitute the reward itself.
Option C: Recruiting and placement are part of the hiring process and do not directly relate to the reward system.
Option D: Compensation and benefits are the direct forms of reward in traditional focus.

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Human Resource Management MCQ - Set 41

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