Human Resource Management MCQ – Change your future

411. A manager and an employee are in the process of establishing goals for a new task. Which of the following stages of the performance management cycle is described here?

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

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

Difficulty: Easy

Concept notes: The performance management cycle involves several stages, including planning, checking in, assessment, and goal-setting. The planning stage is where goals and objectives are established for a new task.

Common Mistakes: Students may confuse the planning stage with goal-setting, as both involve setting objectives. However, planning encompasses a broader scope, including defining goals, roles, and expectations.

Explanations: The planning stage of the performance management cycle is where managers and employees collaboratively establish goals and objectives for a new task. This stage involves defining what needs to be achieved, setting expectations, and outlining the roles and responsibilities of the employee. Therefore, the correct answer is (A) Planning.

Option Analysis:

Option A: Correct. The planning stage involves setting goals and objectives for a new task.
Option B: Incorrect. Checking in refers to regular reviews and feedback during the performance cycle, not the initial goal-setting.
Option C: Incorrect. Assessment involves evaluating performance against set goals, which occurs after the planning stage.
Option D: Incorrect. Goal-setting is a component of the planning stage but is not the overarching stage itself.

Mnemonic: P - Plan, Prepare, and Prioritize

412. Which of the following is/are determinant(s) of supply of labour? other wage rate non-wage income preferences for work versus leisure number of qualified suppliers

Correct Answer: Correct answer is: (C) I, II, III and IV.

Exam Relevance: Microeconomics, Labor Economics, Econometrics

Difficulty: Moderate

Concept notes: The determinants of the supply of labor include other wage rates, non-wage income, preferences for work versus leisure, and the number of qualified suppliers.

Common Mistakes: Students may overlook the role of non-wage income or the number of qualified suppliers in determining labor supply.

Explanations: The supply of labor is influenced by several factors. Other wage rates (I) affect the opportunity cost of working in a particular job. Non-wage income (II) can reduce the need to work, thereby affecting labor supply. Preferences for work versus leisure (III) determine how much time individuals are willing to allocate to work. The number of qualified suppliers (IV) directly impacts the availability of labor in the market. All these factors are determinants of the supply of labor, making option C the correct answer.

Option Analysis:

Option A: This option only includes other wage rate and non-wage income, missing preferences for work versus leisure and the number of qualified suppliers.
Option B: This option includes other wage rate, non-wage income, and the number of qualified suppliers, but it misses preferences for work versus leisure.
Option C: This option correctly includes all four determinants of the supply of labor.
Option D: This option includes non-wage income, preferences for work versus leisure, and the number of qualified suppliers, but it misses other wage rates.

413. A type of job training in which one employee teams up with another more experienced employee to learn a job:

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

Exam Relevance: HR exams, Management exams, Business exams

Difficulty: Easy

Concept notes: Mentoring is a type of job training where a more experienced employee (the mentor) provides guidance and support to a less experienced employee (the mentee).

Common Mistakes: Students may confuse mentoring with other forms of training, such as interning or recruiting, which do not involve a one-on-one relationship between an experienced and a less experienced employee.

Explanations: Mentoring involves a more experienced employee (the mentor) working closely with a less experienced employee (the mentee) to provide guidance, support, and training. This relationship is designed to help the mentee learn the job more effectively and gain valuable insights from the mentor's experience.

Option Analysis:

Option A: Delegating involves assigning tasks to others but does not involve the structured guidance and support provided in mentoring.
Option B: Interning involves working in a temporary position to gain experience, but it does not necessarily involve a one-on-one relationship with a more experienced employee.
Option C: Recruiting involves the process of finding and hiring new employees, which is unrelated to job training.
Option D: Mentoring is the correct answer as it involves a more experienced employee guiding a less experienced employee.

Mnemonic: Mentor: More Experienced Teaching Others Regularly

414. ..... is payment relating to the number of sales made.

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

Exam Relevance: AP Economics, IB Business Management, A-Level Business Studies

Difficulty: Easy

Concept notes: Commission is a payment made to an employee based on a percentage of sales they make.

Common Mistakes: Students may confuse commission with piece rate, which is payment based on the number of units produced, not sales.

Explanations: Commission is a payment that directly relates to the number of sales made. It is typically a percentage of the total sales amount. This makes it the correct answer as it aligns with the description given in the question.

Option Analysis:

Option A: Wages are a fixed payment for work done, not based on sales.
Option B: Piece rate is payment based on the number of units produced, not sales.
Option C: Commission is payment based on the number of sales made, which matches the question.
Option D: Profit sharing is a distribution of profits among employees, not directly tied to sales.

415. The obligation to accept responsibility for the outcomes of assigned tasks.

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

Exam Relevance: MBA, HRM, Management, Organizational Behavior

Difficulty: Moderate

Concept notes: Accountability refers to the obligation to accept responsibility for the outcomes of assigned tasks.

Common Mistakes: Students may confuse accountability with other management concepts such as empowerment or unity of command.

Explanations: Accountability is the correct answer because it directly addresses the obligation to accept responsibility for the outcomes of assigned tasks. This concept is fundamental in management and organizational behavior, where individuals are expected to be responsible for their actions and the results of their assigned tasks.

Option Analysis:

Option A: Correct. Accountability is the obligation to accept responsibility for the outcomes of assigned tasks.
Option B: Incorrect. Employee Empowerment refers to giving employees the authority and resources to make decisions, not the obligation to accept responsibility for outcomes.
Option C: Incorrect. Unity of Command refers to the principle that an employee should receive orders from one superior only, not the obligation to accept responsibility for outcomes.
Option D: Incorrect. An Organization Chart is a diagram that shows the structure of an organization, not the obligation to accept responsibility for outcomes.

416. Identify the managerial function out of the following functions of HR managers

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

Exam Relevance: HRM exams, Management exams, MBA exams

Difficulty: Moderate

Concept notes: The managerial functions of HR managers include planning and organizing, which are essential for effective human resource management.

Common Mistakes: Students may mistakenly believe that all listed options are managerial functions, overlooking the specific roles of planning and organizing.

Explanations: Planning and organizing are core managerial functions. Planning involves setting goals and determining the best approach to achieve them. Organizing involves structuring the work and resources to accomplish the planned objectives. These functions are critical for HR managers to ensure the effective management of human resources. The other options do not specifically identify these managerial functions.

Option Analysis:

Option A: Planning is a managerial function.
Option B: Organizing is a managerial function.
Option C: This option suggests none of the listed functions are managerial, which is incorrect.
Option D: This option correctly identifies planning and organizing as managerial functions.

417. Consider the following Statements: A small business owner should never share his/her values and plans for the business with a job applicant. That information is classified. When separation is involuntary, an exit interview is given to pinpoint why the employee is leaving. HRP supports continuous performance management Which of the following statement(s) is/are true?

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

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

Difficulty: Moderate

Concept notes: HRP (Human Resource Planning) supports continuous performance management, which is a process of ongoing communication between managers and employees about goals, feedback, and development. This ensures that performance is consistently monitored and improved.

Common Mistakes: Students may mistakenly believe that sharing business values and plans with job applicants is necessary for transparency, or that exit interviews are primarily for understanding the reasons for an employee's departure.

Explanations: The statement that HRP supports continuous performance management is true. Continuous performance management involves ongoing communication and feedback between managers and employees, which is a key component of effective human resource planning. The other statements are false: sharing business values and plans with job applicants is not necessarily classified information and can be beneficial for transparency, and exit interviews are not primarily used to pinpoint why an employee is leaving but rather to gather feedback and insights for organizational improvement.

Option Analysis:

Option A: Incorrect because statement 1 is false.
Option B: Incorrect because statements 1 and 2 are false.
Option C: Correct because only statement 3 is true.
Option D: Incorrect because statement 2 is false.

418. What describes the list of duties, responsibilities and reporting relationships?

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

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

Difficulty: Moderate

Concept notes: A job description outlines the duties, responsibilities, and reporting relationships for a specific position.

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

Explanations: A job description provides a comprehensive overview of what the job entails, including the tasks to be performed, the responsibilities of the role, and the reporting structure. This aligns with the definition provided in the question, making it the correct answer.

Option Analysis:

Option A: Job analysis involves the process of collecting information about the job to create a job description and job specification. It is not the list of duties and responsibilities itself.
Option B: Job title is a name given to a position, but it does not describe the duties, responsibilities, or reporting relationships.
Option C: Job description accurately describes the list of duties, responsibilities, and reporting relationships for a position.
Option D: Job specification outlines the qualifications, skills, and experience required for the job, not the duties and responsibilities.

419. Which is the procedure that provides new employees with basic background information about the company?

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

Exam Relevance: HR Certification Exams, Management Exams, Competitive Government Exams

Difficulty: Easy

Concept notes: Orientation is the process of providing new employees with basic background information about the company.

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

Explanations: Orientation is specifically designed to give new employees an overview of the company's culture, policies, and structure. This process helps new hires understand the company's mission, values, and expectations, which is distinct from training that focuses on job-specific skills.

Option Analysis:

Option A: Training focuses on developing specific job skills and competencies, not general company information.
Option B: Recruitment is the process of attracting, screening, and selecting qualified candidates for a job, not providing new hires with company background.
Option C: Human resource management encompasses a broad range of activities related to managing employees, but it is not specifically about providing new hires with basic company information.
Option D: Orientation is the correct answer as it is the process of providing new employees with basic background information about the company.

420. John is paid piece rates. What does this mean?

Correct Answer: Correct answer is: (B) He is paid according to how much output is made.

Exam Relevance: AP Economics, IB Economics, High School Business Studies

Difficulty: Easy

Concept notes: Piece rates refer to a payment system where workers are compensated based on the quantity of work they produce.

Common Mistakes: Students may confuse piece rates with time-based pay, where workers are paid based on the number of hours worked.

Explanations: Piece rates are a form of compensation where the worker's earnings are directly tied to the amount of output they produce. This means that John's pay will increase as he produces more output, making option B the correct answer.

Option Analysis:

Option A: This option is incorrect because piece rates are not based on the amount of time worked, but on the quantity of output produced.
Option B: This option is correct because piece rates are based on the quantity of output produced.
Option C: This option is incorrect because piece rates are not based on the number of items sold, but on the quantity of output produced.
Option D: This option is incorrect because option B is the correct answer.

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Human Resource Management MCQ - Set 42

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