Human Resource Management MCQ – Change your future

431. In a re-engineering programme, when a process changes so does the ..... of the concerned employee.

Correct Answer: Correct answer is: (B) Job profile.

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

Difficulty: Moderate

Concept notes: In a re-engineering programme, changes in processes directly impact the tasks and responsibilities of employees, altering their job profiles.

Common Mistakes: Students may confuse job profile with designation, thinking that a change in process would lead to a change in job title.

Explanations: A re-engineering programme involves significant changes to business processes to improve efficiency and effectiveness. These changes typically alter the tasks, responsibilities, and roles of employees, which directly affects their job profiles. While the designation or job title may remain the same, the actual work and duties performed by the employee change, thus modifying their job profile.

Option Analysis:

Option A: Designation refers to the job title, which may not necessarily change with process re-engineering.
Option B: Job profile encompasses the tasks, responsibilities, and roles, which are directly impacted by process changes.
Option C: Qualification refers to the educational and skill requirements, which are not directly affected by process changes.
Option D: Job experience refers to the accumulated work experience, which is not directly altered by process changes.

432. McClelland's Three need Theory states that employees are motivated by all but one of the following:

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

Exam Relevance: Organizational Behavior, Psychology, Human Resource Management

Difficulty: Moderate

Concept notes: McClelland's Three-Need Theory identifies achievement, affiliation, and power as the primary motivators for employees.

Common Mistakes: Students may confuse acceptance with affiliation, as both involve social relationships. However, acceptance is not one of the three needs identified by McClelland.

Explanations: McClelland's Three-Need Theory posits that employees are motivated by three primary needs: achievement, affiliation, and power. Achievement involves the drive to excel and accomplish goals. Affiliation involves the need for social relationships and acceptance from others. Power involves the desire to influence others and control one's environment. Acceptance, while related to social needs, is not specifically identified as one of the three needs in McClelland's theory.

Option Analysis:

Option A: Acceptance is not one of the three needs identified by McClelland's theory.
Option B: Achievement is one of the three needs identified by McClelland's theory.
Option C: Affiliation is one of the three needs identified by McClelland's theory.
Option D: Power is one of the three needs identified by McClelland's theory.

Mnemonic: AAA: Achievement, Affiliation, and Power

433. Off the job training is most likely to be useful for:

Correct Answer: Correct answer is: (D) Developing new IT skills.

Exam Relevance: GMAT, GRE, PMP, ITIL

Difficulty: Moderate

Concept notes: Off-the-job training involves learning outside the workplace, often through formal education or specialized courses. This type of training is particularly useful for acquiring new skills that may not be readily available or easily taught within the workplace environment.

Common Mistakes: Students may mistakenly believe that off-the-job training is only useful for learning standard procedures or coping with new business situations, rather than developing specialized skills like IT.

Explanations: Off-the-job training is most effective for developing new IT skills because it allows employees to focus on learning without the distractions of their regular work environment. IT skills often require specialized knowledge and hands-on practice that can be better facilitated in a structured learning environment outside the workplace.

Option Analysis:

Option A: Coping with new people starting a business is more about on-the-job training and experience rather than off-the-job training.
Option B: Telling workers about standard procedures is typically done through on-the-job training or internal workshops, not off-the-job training.
Option C: Assessing workers' performance is a management function and not a form of training.
Option D: Developing new IT skills is best suited for off-the-job training as it requires specialized knowledge and focused learning.

434. Consider the following Statements: A key drawback of tall hierarchical structures is the potential for miscommunication problems due to the large number of layers in an orgainisation In a small business, the owner can hire the ideal person and still have problems. A performance appraisal is based on the assumption that an employee understood what his or her performance standards were prior to the appraisal. Which of the following statement(s) is/are true?

Correct Answer: Correct answer is: (C) Only 1, 2, 3.

Exam Relevance: MBA, HR Management, Organizational Behavior

Difficulty: Moderate

Concept notes: The correct answer is based on the understanding of organizational structures, small business management, and performance appraisals.

Common Mistakes: Students may overlook the importance of communication in hierarchical structures or underestimate the challenges in small businesses despite hiring the right person.

Explanations: Statement 1 is true because tall hierarchical structures often lead to miscommunication due to the numerous layers of management. Statement 2 is true as even in a small business, the owner may face challenges despite hiring the ideal person due to various factors such as employee fit, company culture, and external market conditions. Statement 3 is true because a performance appraisal assumes that the employee was aware of the performance standards before the appraisal, which is a fundamental principle in performance management.

Option Analysis:

Option A: Incorrect because it omits statement 3.
Option B: Incorrect because it omits statement 2.
Option C: Correct as it includes all three statements.
Option D: Incorrect because it omits statement 1.

435. Employees join union when they

Correct Answer: Correct answer is: (D) All the above.

Exam Relevance: Human Resource Management, Labor Relations, Industrial Psychology

Difficulty: Moderate

Concept notes: Employees join unions when they are dissatisfied with certain aspects of their jobs, feel they lack influence with management to make the needed changes, and view unionization as a solution to their problems.

Common Mistakes: Students may overlook the cumulative effect of multiple factors and focus on only one reason for unionization.

Explanations: Employees join unions when they are dissatisfied with certain aspects of their jobs, such as low pay, poor working conditions, or lack of benefits. They also feel they lack influence with management to make the needed changes, indicating a power imbalance. Viewing unionization as a solution to these problems suggests that employees believe a collective voice can address their concerns more effectively than individual efforts. Therefore, all the given reasons contribute to the decision to join a union.

Option Analysis:

Option A: Employees join unions when they are dissatisfied with certain aspects of their jobs, which is a valid reason.
Option B: Employees join unions when they feel they lack influence with management to make the needed changes, which is also a valid reason.
Option C: Employees join unions when they view unionization as a solution to their problems, which is another valid reason.
Option D: All the above reasons are valid and contribute to the decision to join a union.

436. Which is the Human Relation Policy?

Correct Answer: Correct answer is: (A) Open communication.

Exam Relevance: CAT, GMAT, GRE, HR Management Exams

Difficulty: Easy

Concept notes: The Human Relation Policy emphasizes the importance of open communication in fostering a positive work environment.

Common Mistakes: Students may confuse the Human Relation Policy with other management principles that also involve mutual acceptance and common interest.

Explanations: Open communication is a key component of the Human Relation Policy as it promotes transparency, trust, and collaboration among employees. This policy aims to improve interpersonal relationships and overall organizational effectiveness by ensuring that all employees feel heard and valued.

Option Analysis:

Option A: Open communication is a core element of the Human Relation Policy, as it facilitates better understanding and cooperation among team members.
Option B: Common interest is important but not the primary focus of the Human Relation Policy.
Option C: Mutual acceptance is a beneficial outcome of the Human Relation Policy but not the defining characteristic.
Option D: While all options are related to positive workplace dynamics, only open communication is specifically identified as the Human Relation Policy.

437. What is a benefit of an effective recruitment & selection process?

Correct Answer: Correct answer is: (B) Staff retention.

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

Difficulty: Moderate

Concept notes: An effective recruitment and selection process helps in hiring the right candidates who are a good fit for the organization, leading to higher job satisfaction and lower turnover rates.

Common Mistakes: Students may mistakenly believe that an effective recruitment process directly increases profit, but this is not the immediate benefit.

Explanations: An effective recruitment and selection process ensures that the right candidates are hired, which aligns their skills and values with the organization's needs. This alignment leads to higher job satisfaction and a better fit within the company culture, reducing the likelihood of employees leaving. Consequently, staff retention improves, as employees are more likely to stay with the organization long-term.

Option Analysis:

Option A: Increased profit is not a direct benefit of an effective recruitment and selection process. While retaining good employees can indirectly contribute to profit, it is not the immediate outcome.
Option B: Staff retention is a direct benefit of an effective recruitment and selection process, as it ensures the right candidates are hired, leading to higher job satisfaction and lower turnover.
Option C: Extra training is not a benefit of an effective recruitment and selection process. Training is a separate aspect of human resource management.
Option D: Styles of management are not directly related to the benefits of an effective recruitment and selection process. Management styles are more about leadership and organizational structure.

438. According to the clip, the squirrles work hard not only because the jobs is important but.....

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

Exam Relevance: SAT, ACT, TOEFL

Difficulty: Easy

Concept notes: The correct answer is "Worthwhile" because it aligns with the idea that the squirrels work hard not only because the job is important but also because it has value and significance.

Common Mistakes: Students might confuse "worthwhile" with "meaningful" or "valuable," but "worthwhile" specifically captures the sense of something being valuable and significant.

Explanations: The term "worthwhile" indicates that the job is not only important but also has value and significance, which motivates the squirrels to work hard. This aligns with the context provided in the clip.

Option Analysis:

Option A: Correct. "Worthwhile" means valuable and significant, which fits the context.
Option B: Incorrect. "Valuable" focuses more on monetary or practical value, not necessarily on significance.
Option C: Incorrect. "Meaningful" focuses on personal significance, which is not the primary context here.
Option D: Incorrect. "Rewarded" implies a direct benefit, which is not the focus of the context.

Mnemonic: Worthwhile Work = Worthy + Valuable

439. The teaching of current employees with the skills needed to perform effectively on job is

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

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

Difficulty: Easy

Concept notes: Training refers to the process of teaching current employees the skills and knowledge necessary to perform their jobs effectively.

Common Mistakes: Students may confuse training with learning, which is a broader term that encompasses the acquisition of knowledge and skills through various means, not just formal instruction.

Explanations: Training is specifically designed to enhance the job-related skills of current employees. It is a structured and formal process aimed at improving performance on the job. The term "negligent training" implies a failure to provide adequate training, which is not the focus of the question. Learning, while related, is a more general term that includes informal and self-directed acquisition of knowledge and skills.

Option Analysis:

Option A: Correct. Training is the process of teaching current employees the skills needed to perform effectively on the job.
Option B: Incorrect. Negligent training refers to inadequate or insufficient training, which is not the focus of the question.
Option C: Incorrect. Both A and B cannot be correct as negligent training is not the focus of the question.
Option D: Incorrect. Learning is a broader term and does not specifically refer to the formal process of training employees.

440. ..... training seeks to change or improve the patterns of behaviour at work based on the desired outcomes.

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

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

Difficulty: Moderate

Concept notes: Behavioural training focuses on changing or improving patterns of behaviour at work to achieve desired outcomes.

Common Mistakes: Students may confuse behavioural training with cognitive training, which focuses on mental processes rather than observable actions.

Explanations: Behavioural training is designed to modify observable actions and behaviours in the workplace. It aims to improve performance by changing how employees act and respond to various situations. This type of training is directly aligned with the goal of altering patterns of behaviour to meet specific outcomes.

Option Analysis:

Option A: Correct. Behavioural training focuses on changing observable actions and behaviours to achieve desired outcomes.
Option B: Incorrect. Psychological training focuses on mental health and emotional well-being, not directly on behaviour patterns.
Option C: Incorrect. Cognitive training focuses on mental processes such as memory, attention, and problem-solving, not on observable behaviour.
Option D: Incorrect. Off-the-job training refers to training conducted outside the workplace, not specifically focused on changing behaviour patterns.

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Human Resource Management MCQ - Set 44

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